_MindTree_
Case Study
MGMT2311
Debaditya Biswas 20916078
Elise Chon 20937795
Thomas Fyffe 21327772
Lin Wee 21566698
1. INTRODUCTION
Founded in 1999, _MindTree_ is a global information technology (IT) and research and development (R&D) Services Company with corporate headquarters in India and the U.S. (_MindTree_ 2014). Upon establishment into the Indian IT industry, _MindTree_ has been providing IT support in areas such as testing, digital transformation, data analytics and infrastructure management, as well as various R&D services, including Bluetooth and Cloud enablement (_MindTree_, 2014). _MindTree_ is also widely known for its innovation-driven and knowledge-intensive practices, thus placing a high emphasis on knowledge
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Employees with this essential skill are very necessary for a company that is looking to escape the "mid-sized trap" through revenue growth amongst other strategies.
SETTING POTENTIALLY FAR-FETCHED GOALS
Despite generating profits of over $100 million (Garvin & Tahilyani 2011), _MindTree_'s revenue growth began to decrease in the years leading up to the 2009 Global Financial Crisis (GFC). The GFC simply exacerbated this trend, resulting in decreased expenditure on the advanced technology necessary for _MindTree_ to execute the projects and services it depended on for revenue. Coping with economic recession requires organizations such as _MindTree_ to adjust business goals, objectives and practices in order to adapt to the external economic environment. In 2010 _MindTree_ announced the 5*50 initiative as part of the greater strategy of achieving $1 billion in revenues by 2014 (Garvin, & Tahilyani, 2011). The initiative asks that the _MindTree_ 'Minds' (the employees) envision new business ideas that will be able to generate $50 million in five years. Employees can work individually or in groups and will be given three months to conceptualize and submit their idea. The submissions will then be assessed by a panel of the firm's CEO's and managers, and the most viable 5-7 business ideas will
The better educated the staff is, the more they can take advantage of all the functions
In order to manage knowledge successfully, it is essential to clarify the essence of knowledge before identifying the importance of knowledge management. The perception of knowledge has been varied broadly; however, one of the generally accepted defintion is from Davenport and Prusak (1998). According to their points of view, knowledge is defined as a set of experience and values, it either comes from individuals ' mind or roots in the organisation, which can be found in the documents, routines, practices and norms, and is assumed to flow between individuals through various networks, being used to assess and embody new
Potential employees-every business has its employee requirements, employees must be trained for better performance and production
Since everyone has a different skillset which makes it difficult for every employee to perform in the same manner.
Today’s corporations are highly advanced in communication, operations, and productions. The need for highly educated people is in great demand for both white and blue collar workers. With the continuing evolution of technology, companies will need to train and educate their employees to upgrade their level of knowledge. This is being accomplished through company training or
Businesses that deal with customers on a daily basis should have skilled employees that can
Cross Training. Employees that are cross trained can be extremely valuable because they are able to do a multiplicity of tasks,
Hislop, D. (2013). Knowledge management in organizations: A critical introduction (3rd ed.). Oxford, UK: Oxford University Press.
The superior capabilities of knowledge management systems provide an opportunity for the business to engage the most effective components and recognize the importance of communication to make informed, accurate decisions (McGrath, 2001). This system can organize the company’s knowledge resources, knowledge obtaining, organizing, and applying to make a sound routine the will enforce effectiveness (Niu, 2008). The dynamic function of knowledge management to create, capture, and apply knowledge to achieve an organization’s objective will allow them to be more profitable and successful (Zucker, 1986). In addition to increasing profits, the system can be also used to reduce costs and enhance research and development (DeTienne & Jackson, 2001). With all of these advantages, it would be wasteful for a company to not employ knowledge management. As seen in the Discovery Communications, Inc. example, the company can attribute their new productivity levels and increase in ease of securing documents to the knowledge management system that put into place by Carefree Technology. Like Discovery Communications, Inc., knowledge management is so popular today because companies can collect, process and share knowledge to ignite employees ' creativity which in turn will make the business grow. Wenhong and Jianhua (2009) explained the core of knowledge management is to convert company’s knowledge resources into an increased company
In this article, the most crucial part is investing in reskilling current employees. 65% of the respondents will take on this approach with future workforce strategies. Ryan Frishmann, the author of this article, says that he does somewhat agrees with the statement “Hire for character, train for skill.” He believes that if you invest in skill and training that character will come out of it because diligence is required when applying these skills. The article mentions two skills that are very important. These are analytical skills and social skills. Analytical skill is the ability to visualize or solve both complex and uncomplicated problems by making decisions that are sensible given the information. Social skill is any skill
Consequently, the demand for talent is outstripping the supply. The ability for a firm to create an integrated system that yields a continual flow of talent ready to address specific strategic and operational opportunities may be the single most enduring competitive advantage. While organizations often find that their strategies, products, services, or markets require change, the need to have relevant, differentiated talent to achieve these business goals remains constant (pp. 73-35).
Foundational work skills are fundamental to creating a competitive ITES labor force as these are necessary for virtually all its sub-segments, including BPO and micro-work. These skills address areas such as cultural sensitization, basic PC and data skills, interpersonal communication, and a good professional attitude in general. For all the benefits of hard, technical skills in the workplace, without personal interaction, business progress will always be limited. The most important element about soft skills is that they can't be taught; only supported. While employees can perfect their technical skills or undertake university degrees to expand their knowledge, if they don't have the communication tools or techniques to showcase them, technical
Companies should also identify early on the talented individuals who can be developed for advancement.
A benefit to looking for employees with these skills is that they provide a good human asset base for succession planning.
Competitive corporate environment it is important that companies pay attention to their employees’ abilities to perform their duties. What is actually important is for companies to continuously study not only how they can perform well for the customers but they also have to address the issue on how they can maintain a highly effective staff. To achieve this they should have strategies in place to measure their employees’ skills, knowledge, and attitude. This will assist in better planning strategies needed to have an effective retention program in place to measure the learning and growth perspective.