The case study given is about a fresh graduate, Mr. Rakesh Sharma joined Modern Industries Ltd. (MIL) in Bangalore as a trainee against a projected vacancy in the Paints Application Department for one-year training. Mr. Sharma has been performed very well. The Department Manager and the Training Manager were satisfied with his performance in the first two quarters. However, when stepping in to the third quarter, Mr. Sharma raised an issue about curtailing his training period. The request has not be entertained and Mr. Sharma's behavior started to change and became unacceptable.

Counseling session and warning letter have been issued to him and the situation did not turn good. One of the primary objectives of the Training Department is to recruit who have good potential and train them to be effective persons in different department. The Training Manager clearly known that Mr. Sharma is a potential trainee but he failed to train him in different department and caused Mr. Sharma only have one choice of department to stay which is the Paint Application Department. The Training Manager have to struggle on his rational decision whether to terminate or not to terminate Mr. Sharma. There are five issues discussed in this report. These five issues are the main causes to the problem that the Training Manage has to decide whether he should terminate Mr. Sharma or not. The five issues are communication, employees behavior, compensation and benefit, company policy, training and development. Moreover, we also discussed five options to the Training Manager other than termination of Mr. Sharma. These five options are apply employee engagement program, training and coaching system, giving short period to show improvement, reevaluate performance of Mr. Sharma and communicate and persuade the parties involved.

HRM issues that cause to the problem
Issue 1: Communications