Case study of medi sys corp.- HUMAN RESOURCE MANAGEMENT
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This is basically a case study of a company named MediSys Corp. The case study refers to the problems faced by the company due to a launch of a new product named IntenseCare Unit which is a monitoring system. The deadline of the product launch is near and the company is facing issues to cope up with the strategies and face the competitors who are also launching a similar type of product within a day's difference. Perhaps, our presentation displays various problems and issues faced by the company and the strategy which is applied by the company's top level management and also includes solutions according to our teams related to the HR perspectives.
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Case study of medi sys corp.- HUMAN RESOURCE MANAGEMENT
- 1. Case Study Analysis Of A Company: MediSys Corp. -Launch of IntenseCare Monitoring System. Made By:- Nidhi Ladha Deepali Saxena C. Rajesh Reddy Utkarsh Bafna Murugesh Thevar Ria Shroff Dhruvang Gokani
- 2. Flow of the Presentation 1. • Introduction 2. • History of the company 3. • Mission of Medisys 4. • Protagonists 5. • Facts of the case 6. • Assumptions 7. • Strategy applied 8. • Issues 9. • Solution by top level management 10 • Solutions 11 • Conclusion
- 4. Mission Of IntenseCare “Launch an innovative, world class MediSys product by August 2009”.
- 6. MEDISYS CORP. FACTS Entrepreneurial culture of the company Change of culture Time management Intense pressure Interpersonal conflicts Tough competitors
- 7. Assumptions – Merz thought that if competitors product and IntenseCare’s product were to be launched in a day’s difference, her company would not be able to sustain it. – The cross functional teams and speeding up the process of product development would probably face the competitors. – Mukherjee texted there are bigger problems about to come. – Fear of not meeting the deadlines for product launch.
- 8. Strategies Brainstorming Cross functional Team Systematic communication Parallel development process Project Leader for every core team New process for product development
- 9. Our solutions : Conducting training sessions for the employees to improve the efficiency and a competitive advantage should be developed by the employees. Strategy applied by Company: Appointment of the new President. Fasten the new product development team process by forming a new core functional team. Issue 1: Competitors Product and IntenseCare’s product were to be launched in a day’s difference .
- 10. Our solutions: Training towards BHAG. Strategy applied by Company: the new president integrated all the domain and formed a new executive team. Issue 2: Managers of various departments were only concerned about their own department and not for the company as a whole.
- 11. Our solutions: Frequent meetings between employees and manager. Strategy applied by Company: Designating a project leader for every core team for mediating. Issue 3: Lack of trust and communication between the employee and manager.
- 12. Our solutions: Increase the duration of deadline and technological upgradation. Strategy applied by Company: No measure was taken by the company. Issue 4: Recession:- Overburden of work to existing employees.
- 13. Our solutions: Training and motivating the employees, appraisals techniques. Strategy applied by Company: No strategy applied. Issue 5: Lack of self confidence and team work during difficult times and handling pressures.
- 14. Our solutions: Organizing Art of living and Employee Engagement programs. Strategy applied by Company: Frequent brainstorming sessions were held in the company Issue 6: Lack of coordination and hateredness between employees.
- 15. Our solutions: Whistle Blower Policy can be initiated. Strategy applied by Company: No Steps Taken towards this issue. Issue 7: Grapevine communication
- 16. Our solutions: A strategic plan should be adopted i.e SMART GOAL Strategy applied by Company: Proper delegation of work to various teams via channel Issue 8: No strategic planning.
- 18. FUNCTION OF HR MANAGER Job Performance Interpersonal Relationship Department Morale Policies and Procedures Employee Advocacy Human Resource Manager’s Duties
Hinweis der Redaktion
- MediSys Corp. is a U.S based private medical device manufacturer founded in 2002. The company had a enormous growth rate. Within 6 years- 1750 employees employed. Manufacturing units- medical monitoring system for the hospital segment. 2 highly successful products: pulmonary and renal monitoring
- Entrepreneurial culture of the company was efficient which led to innnovative ideas and new products. Change of culture: Change of teams wherein employees were shifted from cross functional to parallel development teams which led to loss of control and was quite challenging. Lack of time management and meeting the deadlines. Intense pressure to employees. Tough competitors Interpersonal conflicts between all employees.
- Bhag – big hairy audacious goal
- SMART GOAL :- Specific , measurable , attainable , reliable , time bound goal
- After all these issues faced by the company, the case study was ended with the situation wherein merz had heard about her herself, her leadership while one of her teammate was talking about her behind her back.After hearing this she was in a great dilemma whether she should give her resignation or she should face the situation and stay back. So, according to us, merz should stay back in the company and face the situation cleverly and talk to her teammates about it. She should take a feedback about her and try to change her leadership style. This would definitely be apppreciated by all her teammates.
- So after seeing everything we’ve come to a conclusion that the company lacked a HR department. The Hr department is very essential in every firm. The duties of the managers in the HR department are: