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PRESENTATION ON HRD INPRESENTATION ON HRD INTAKEOVER AND THE CONCEPT OFTAKEOVER AND THE CONCEPT OF
DOWNSIZING,EVALUATION OFDOWNSIZING,EVALUATION OFTHE HRD CLIMATETHE HRD CLIMATE
PREPPARED BY : ABHJIT HAZARIKA( ROLL NO-01)MANISHA SINGH( ROLL NO-15)
MBA 3RD SEM
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TAKEOVER TAKEOVER
A Takeover is the purchase of one company(the target) by another (the acquirer,or
bidder).
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TYPES OF TAKEOVER TYPES OF TAKEOVER On legal cont ex t On legal cont ex t
1. Hostile Takeover
2. Reverse Takeover3. Bail-out Takeover4. Friendly Takeover
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TYPES OF TAKEOVER TYPES OF TAKEOVER On Busi ness cont ex t On Busi ness cont ex t
1. Horizontal e.g Hutch-vodafone2.
Vertical e.g sona steering ltd- MUL3. Conglomerate
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ADVANTAGES OFADVANTAGES OFTAKEOVER TAKEOVER
1. Increase in sales and revenue2. Venture into new business and markets3.
Profitability of target company4. Increase in market share5. Decrease competition
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DISADVANTAGES OFDISADVANTAGES OFTAKEOVER TAKEOVER
1. Likelihood of job cuts2. Cultural conflict with new management3. Lack of motivation of employee in the
company being bought up
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DOWNSIZINGDOWNSIZING
Downsizing usually refers to the process of reducing , usually dramatically,the numberof people employed by the firm.
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WHAT IS DOWNSIZINGWHAT IS DOWNSIZING
A downsizing strategy reduces the scale (size)and scope of a business to improve its financialperformance (Robbins & Pearce, 1992).
A reduction of the workforce is one of onlyseveral possible ways of improving profitabilityor reducing costs.
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MAJOR WAY OFMAJOR WAY OFDOWNSIZINGDOWNSIZING
Lay-off Retrenchment
Closure Voluntary Retirement
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Reduce costs Reduce layers of management to increase
decision making speed and get closer to the
customer Sharpen focus on core competencies of the firm,
and outsource peripheral activities Generate positive reactions from shareholders in
order to improve valuation of stock price Increase productivity
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WHY DO FIRMS NEEDWHY DO FIRMS NEEDDOWNSIZINGDOWNSIZING
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WHAT IS HRDWHAT IS HRD
It is the process of encouraging employees to acquire new skills
and knowledge through various training programmes ,courses and
learning packages.
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EVALUATION OF HRDEVALUATION OF HRDCLIMATECLIMATE
HRD climate is a set of characteristics of an organisation which are referred in thedescription employees make of thepolicies,practices and condition which existin the working environment .
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CHARACTERISTICS OFCHARACTERISTICS OFHRD CLIMATEHRD CLIMATE
1. Top management goes out of its way to make surethat employees enjoy their work
2. Top management believes HR to be an extremelyimportant resource and they have to be treatedhumanly.
3. Development of subordinate is seen as an importantpart of their job by seniors and the top management.
4. Personnel policies facilitates development5. People are helpful to each other
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MEASURING HRDMEASURING HRDCLIMATECLIMATE
1.Economic Condition
2.Leadership Style
3.Managerial assumption about human nature
4.Managerial values and ethos
5.Organisation size
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COMPONENTS OF HRDCOMPONENTS OF HRDCLIMATECLIMATE
1.Organisational structure
2.Organisational culture
3.HR processApril 8/ 2010/ Thursday 15
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STRENGTHENING HRDSTRENGTHENING HRDCLIMATE THROUGH HRDCLIMATE THROUGH HRD
SYSTEMSSYSTEMS
1. Designing development-oriented appraisal system2. Periodically reviewing the implementations of
appraisal system3. Analyzing appraisal data for identifying training
needs.4. Analyzing data for identifying biases in rating.5. Communicating to line manager the trends in
appraisal ratings.
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HRD CLIMATE SURVEYHRD CLIMATE SURVEY
An optimal level of development climate is essential forfacilitating HRD such a climate is characterized asconsisting of the following tendencies on the part of theorganisation.1. A tendency to be open in communication2. A tendency to encourage risk-taking3. Supportive personel policies4. Team spirit5. A tendency to discourage favourtism and biases
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IMPORTANCE OFIMPORTANCE OFSTUDYING HRD CLIMATESTUDYING HRD CLIMATE
1.Environmental factors of HR are prime influencing elements to change
in HR strategy.
2.It gives HR professionals time to anticipate opportunities in HR area and
time to plan optional responses to this opportunities.3.It helps HR professional to develop an early warning system to prevent
threats emerging out from HR scenario,or to develop strategies,which can
turn a threat.
4.It enables the entry of the national/international HR developments.
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THANKSTHANKS
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