Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
Organizational Development
Strategy / MBA Resources
Case Study SWOT Analysis Solution
Case Study Description of Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling
This case presents an assessment of the strategic human resource management (SHRM) profiling process implemented at Becton Dickinson. It explores the questions the assessment raised about the viability of the process and what aspects might be changed if the process is to be continued.
Swot Analysis of "Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling" written by Michael Beer, Pamela J. Maus includes – strengths weakness that are internal strategic factors of the organization, and opportunities and threats that Assessment Profiling facing as an external strategic factors. Some of the topics covered in Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling case study are - Strategic Management Strategies, Collaboration, Communication, Health, Human resource management, Motivating people, Strategic planning, Strategy execution and Organizational Development.
Some of the macro environment factors that can be used to understand the Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling casestudy better are - – banking and financial system is disrupted by Bitcoin and other crypto currencies, cloud computing is disrupting traditional business models, digital marketing is dominated by two big players Facebook and Google, increasing inequality as vast percentage of new income is going to the top 1%, there is backlash against globalization, supply chains are disrupted by pandemic , wage bills are increasing,
central banks are concerned over increasing inflation, increasing commodity prices, etc
Introduction to SWOT Analysis of Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling
SWOT stands for an organization’s Strengths, Weaknesses, Opportunities and Threats . At Oak Spring University , we believe that protagonist in Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling case study can use SWOT analysis as a strategic management tool to assess the current internal strengths and weaknesses of the Assessment Profiling, and to figure out the opportunities and threats in the macro environment – technological, environmental, political, economic, social, demographic, etc in which Assessment Profiling operates in.
According to Harvard Business Review, 75% of the managers use SWOT analysis for various purposes such as – evaluating current scenario, strategic planning, new venture feasibility, personal growth goals, new market entry, Go To market strategies, portfolio management and strategic trade-off assessment, organizational restructuring, etc.
SWOT Objectives / Importance of SWOT Analysis and SWOT Matrix
SWOT analysis of Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling can be done for the following purposes –
1. Strategic planning using facts provided in Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling case study
2. Improving business portfolio management of Assessment Profiling
3. Assessing feasibility of the new initiative in Organizational Development field.
4. Making a Organizational Development topic specific business decision
5. Set goals for the organization
6. Organizational restructuring of Assessment Profiling
Strengths Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling | Internal Strategic Factors
What are Strengths in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The strengths of Assessment Profiling in Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling Harvard Business Review case study are -
Analytics focus
– Assessment Profiling is putting a lot of focus on utilizing the power of analytics in business decision making. This has put it among the leading players in the industry. The technology infrastructure suggested by Michael Beer, Pamela J. Maus can also help it to harness the power of analytics for – marketing optimization, demand forecasting, customer relationship management, inventory management, information sharing across the value chain etc.
Low bargaining power of suppliers
– Suppliers of Assessment Profiling in the sector have low bargaining power. Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling has further diversified its suppliers portfolio by building a robust supply chain across various countries. This helps Assessment Profiling to manage not only supply disruptions but also source products at highly competitive prices.
High switching costs
– The high switching costs that Assessment Profiling has built up over years in its products and services combo offer has resulted in high retention of customers, lower marketing costs, and greater ability of the firm to focus on its customers.
Ability to lead change in Organizational Development field
– Assessment Profiling is one of the leading players in its industry. Over the years it has not only transformed the business landscape in its segment but also across the whole industry. The ability to lead change has enabled Assessment Profiling in – penetrating new markets, reaching out to new customers, and providing different value propositions to different customers in the international markets.
Strong track record of project management
– Assessment Profiling is known for sticking to its project targets. This enables the firm to manage – time, project costs, and have sustainable margins on the projects.
Cross disciplinary teams
– Horizontal connected teams at the Assessment Profiling are driving operational speed, building greater agility, and keeping the organization nimble to compete with new competitors. It helps are organization to ideate new ideas, and execute them swiftly in the marketplace.
Sustainable margins compare to other players in Organizational Development industry
– Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling firm has clearly differentiated products in the market place. This has enabled Assessment Profiling to fetch slight price premium compare to the competitors in the Organizational Development industry. The sustainable margins have also helped Assessment Profiling to invest into research and development (R&D) and innovation.
Successful track record of launching new products
– Assessment Profiling has launched numerous new products in last few years, keeping in mind evolving customer preferences and competitive pressures. Assessment Profiling has effective processes in place that helps in exploring new product needs, doing quick pilot testing, and then launching the products quickly using its extensive distribution network.
Organizational Resilience of Assessment Profiling
– The covid-19 pandemic has put organizational resilience at the centre of everthing that Assessment Profiling does. Organizational resilience comprises - Financial Resilience, Operational Resilience, Technological Resilience, Organizational Resilience, Business Model Resilience, and Reputation Resilience.
Superior customer experience
– The customer experience strategy of Assessment Profiling in the segment is based on four key concepts – personalization, simplification of complex needs, prompt response, and continuous engagement.
Digital Transformation in Organizational Development segment
- digital transformation varies from industry to industry. For Assessment Profiling digital transformation journey comprises differing goals based on market maturity, customer technology acceptance, and organizational culture. Assessment Profiling has successfully integrated the four key components of digital transformation – digital integration in processes, digital integration in marketing and customer relationship management, digital integration into the value chain, and using technology to explore new products and market opportunities.
Learning organization
- Assessment Profiling is a learning organization. It has inculcated three key characters of learning organization in its processes and operations – exploration, creativity, and expansiveness. The work place at Assessment Profiling is open place that encourages instructiveness, ideation, open minded discussions, and creativity. Employees and leaders in Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling Harvard Business Review case study emphasize – knowledge, initiative, and innovation.
Weaknesses Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling | Internal Strategic Factors
What are Weaknesses in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The weaknesses of Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling are -
High dependence on existing supply chain
– The disruption in the global supply chains because of the Covid-19 pandemic and blockage of the Suez Canal illustrated the fragile nature of Assessment Profiling supply chain. Even after few cautionary changes mentioned in the HBR case study - Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling, it is still heavily dependent upon the existing supply chain. The existing supply chain though brings in cost efficiencies but it has left Assessment Profiling vulnerable to further global disruptions in South East Asia.
High operating costs
– Compare to the competitors, firm in the HBR case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling has high operating costs in the. This can be harder to sustain given the new emerging competition from nimble players who are using technology to attract Assessment Profiling 's lucrative customers.
Products dominated business model
– Even though Assessment Profiling has some of the most successful products in the industry, this business model has made each new product launch extremely critical for continuous financial growth of the organization. firm in the HBR case study - Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling should strive to include more intangible value offerings along with its core products and services.
Compensation and incentives
– The revenue per employee as mentioned in the HBR case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling, is just above the industry average. Assessment Profiling needs to redesign the compensation structure and incentives to increase the revenue per employees. Some of the steps that it can take are – hiring more specialists on project basis, etc.
Aligning sales with marketing
– It come across in the case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling that the firm needs to have more collaboration between its sales team and marketing team. Sales professionals in the industry have deep experience in developing customer relationships. Marketing department in the case Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling can leverage the sales team experience to cultivate customer relationships as Assessment Profiling is planning to shift buying processes online.
Need for greater diversity
– Assessment Profiling has taken concrete steps on diversity, equity, and inclusion. But the efforts so far has resulted in limited success. It needs to expand the recruitment and selection process to hire more people from the minorities and underprivileged background.
Slow decision making process
– As mentioned earlier in the report, Assessment Profiling has a very deliberative decision making approach. This approach has resulted in prudent decisions, but it has also resulted in missing opportunities in the industry over the last five years. Assessment Profiling even though has strong showing on digital transformation primary two stages, it has struggled to capitalize the power of digital transformation in marketing efforts and new venture efforts.
Slow to strategic competitive environment developments
– As Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling HBR case study mentions - Assessment Profiling takes time to assess the upcoming competitions. This has led to missing out on atleast 2-3 big opportunities in the industry in last five years.
High dependence on star products
– The top 2 products and services of the firm as mentioned in the Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling HBR case study still accounts for major business revenue. This dependence on star products in has resulted into insufficient focus on developing new products, even though Assessment Profiling has relatively successful track record of launching new products.
High bargaining power of channel partners
– Because of the regulatory requirements, Michael Beer, Pamela J. Maus suggests that, Assessment Profiling is facing high bargaining power of the channel partners. So far it has not able to streamline the operations to reduce the bargaining power of the value chain partners in the industry.
Lack of clear differentiation of Assessment Profiling products
– To increase the profitability and margins on the products, Assessment Profiling needs to provide more differentiated products than what it is currently offering in the marketplace.
Opportunities Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling | External Strategic Factors
What are Opportunities in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The opportunities highlighted in the Harvard Business Review case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling are -
Harnessing reconfiguration of the global supply chains
– As the trade war between US and China heats up in the coming years, Assessment Profiling can build a diversified supply chain model across various countries in - South East Asia, India, and other parts of the world. This reconfiguration of global supply chain can help, as suggested in case study, Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling, to buy more products closer to the markets, and it can leverage its size and influence to get better deal from the local markets.
Buying journey improvements
– Assessment Profiling can improve the customer journey of consumers in the industry by using analytics and artificial intelligence. Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling suggest that firm can provide automated chats to help consumers solve their own problems, provide online suggestions to get maximum out of the products and services, and help consumers to build a community where they can interact with each other to develop new features and uses.
Building a culture of innovation
– managers at Assessment Profiling can make experimentation a productive activity and build a culture of innovation using approaches such as – mining transaction data, A/B testing of websites and selling platforms, engaging potential customers over various needs, and building on small ideas in the Organizational Development segment.
Reforming the budgeting process
- By establishing new metrics that will be used to evaluate both existing and potential projects Assessment Profiling can not only reduce the costs of the project but also help it in integrating the projects with other processes within the organization.
Learning at scale
– Online learning technologies has now opened space for Assessment Profiling to conduct training and development for its employees across the world. This will result in not only reducing the cost of training but also help employees in different part of the world to integrate with the headquarter work culture, ethos, and standards.
Using analytics as competitive advantage
– Assessment Profiling has spent a significant amount of money and effort to integrate analytics and machine learning into its operations in the sector. This continuous investment in analytics has enabled, as illustrated in the Harvard case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling - to build a competitive advantage using analytics. The analytics driven competitive advantage can help Assessment Profiling to build faster Go To Market strategies, better consumer insights, developing relevant product features, and building a highly efficient supply chain.
Changes in consumer behavior post Covid-19
– Consumer behavior has changed in the Organizational Development industry because of Covid-19 restrictions. Some of this behavior will stay once things get back to normal. Assessment Profiling can take advantage of these changes in consumer behavior to build a far more efficient business model. For example consumer regular ordering of products can reduce both last mile delivery costs and market penetration costs. Assessment Profiling can further use this consumer data to build better customer loyalty, provide better products and service collection, and improve the value proposition in inflationary times.
Manufacturing automation
– Assessment Profiling can use the latest technology developments to improve its manufacturing and designing process in Organizational Development segment. It can use CAD and 3D printing to build a quick prototype and pilot testing products. It can leverage automation using machine learning and artificial intelligence to do faster production at lowers costs, and it can leverage the growth in satellite and tracking technologies to improve inventory management, transportation, and shipping.
Finding new ways to collaborate
– Covid-19 has not only transformed business models of companies in Organizational Development industry, but it has also influenced the consumer preferences. Assessment Profiling can tie-up with other value chain partners to explore new opportunities regarding meeting customer demands and building a rewarding and engaging relationship.
Leveraging digital technologies
– Assessment Profiling can leverage digital technologies such as artificial intelligence and machine learning to automate the production process, customer analytics to get better insights into consumer behavior, realtime digital dashboards to get better sales tracking, logistics and transportation, product tracking, etc.
Increase in government spending
– As the United States and other governments are increasing social spending and infrastructure spending to build economies post Covid-19, Assessment Profiling can use these opportunities to build new business models that can help the communities that Assessment Profiling operates in. Secondly it can use opportunities from government spending in Organizational Development sector.
Lowering marketing communication costs
– 5G expansion will open new opportunities for Assessment Profiling in the field of marketing communication. It will bring down the cost of doing business, provide technology platform to build new products in the Organizational Development segment, and it will provide faster access to the consumers.
Better consumer reach
– The expansion of the 5G network will help Assessment Profiling to increase its market reach. Assessment Profiling will be able to reach out to new customers. Secondly 5G will also provide technology framework to build new tools and products that can help more immersive consumer experience and faster consumer journey.
Threats Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling External Strategic Factors
What are Threats in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The threats mentioned in the HBR case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling are -
Increasing wage structure of Assessment Profiling
– Post Covid-19 there is a sharp increase in the wages especially in the jobs that require interaction with people. The increasing wages can put downward pressure on the margins of Assessment Profiling.
High level of anxiety and lack of motivation
– the Great Resignation in United States is the sign of broader dissatisfaction among the workforce in United States. Assessment Profiling needs to understand the core reasons impacting the Organizational Development industry. This will help it in building a better workplace.
Technology disruption because of hacks, piracy etc
– The colonial pipeline illustrated, how vulnerable modern organization are to international hackers, miscreants, and disruptors. The cyber security interruption, data leaks, etc can seriously jeopardize the future growth of the organization.
Technology acceleration in Forth Industrial Revolution
– Assessment Profiling has witnessed rapid integration of technology during Covid-19 in the Organizational Development industry. As one of the leading players in the industry, Assessment Profiling needs to keep up with the evolution of technology in the Organizational Development sector. According to Mckinsey study top managers believe that the adoption of technology in operations, communications is 20-25 times faster than what they planned in the beginning of 2019.
Barriers of entry lowering
– As technology is more democratized, the barriers to entry in the industry are lowering. It can presents Assessment Profiling with greater competitive threats in the near to medium future. Secondly it will also put downward pressure on pricing throughout the sector.
Learning curve for new practices
– As the technology based on artificial intelligence and machine learning platform is getting complex, as highlighted in case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling, Assessment Profiling may face longer learning curve for training and development of existing employees. This can open space for more nimble competitors in the field of Organizational Development .
Environmental challenges
– Assessment Profiling needs to have a robust strategy against the disruptions arising from climate change and energy requirements. EU has identified it as key priority area and spending 30% of its 880 billion Euros European post Covid-19 recovery funds on green technology. Assessment Profiling can take advantage of this fund but it will also bring new competitors in the Organizational Development industry.
Increasing international competition and downward pressure on margins
– Apart from technology driven competitive advantage dilution, Assessment Profiling can face downward pressure on margins from increasing competition from international players. The international players have stable revenue in their home market and can use those resources to penetrate prominent markets illustrated in HBR case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling .
Consumer confidence and its impact on Assessment Profiling demand
– There is a high probability of declining consumer confidence, given – high inflammation rate, rise of gig economy, lower job stability, increasing cost of living, higher interest rates, and aging demography. All the factors contribute to people saving higher rate of their income, resulting in lower consumer demand in the industry and other sectors.
Stagnating economy with rate increase
– Assessment Profiling can face lack of demand in the market place because of Fed actions to reduce inflation. This can lead to sluggish growth in the economy, lower demands, lower investments, higher borrowing costs, and consolidation in the field.
New competition
– After the dotcom bust of 2001, financial crisis of 2008-09, the business formation in US economy had declined. But in 2020 alone, there are more than 1.5 million new business applications in United States. This can lead to greater competition for Assessment Profiling in the Organizational Development sector and impact the bottomline of the organization.
Trade war between China and United States
– The trade war between two of the biggest economies can hugely impact the opportunities for Assessment Profiling in the Organizational Development industry. The Organizational Development industry is already at various protected from local competition in China, with the rise of trade war the protection levels may go up. This presents a clear threat of current business model in Chinese market.
Regulatory challenges
– Assessment Profiling needs to prepare for regulatory challenges as consumer protection groups and other pressure groups are vigorously advocating for more regulations on big business - to reduce inequality, to create a level playing field, to product data privacy and consumer privacy, to reduce the influence of big money on democratic institutions, etc. This can lead to significant changes in the Organizational Development industry regulations.
Weighted SWOT Analysis of Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling Template, Example
Not all factors mentioned under the Strengths, Weakness, Opportunities, and Threats quadrants in the SWOT Analysis are equal. Managers in the HBR case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling needs to zero down on the relative importance of each factor mentioned in the Strengths, Weakness, Opportunities, and Threats quadrants.
We can provide the relative importance to each factor by assigning relative weights. Weighted SWOT analysis process is a three stage process –
First stage for doing weighted SWOT analysis of the case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling is to rank the strengths and weaknesses of the organization. This will help you to assess the most important strengths and weaknesses of the firm and which one of the strengths and weaknesses mentioned in the initial lists are marginal and can be left out.
Second stage for conducting weighted SWOT analysis of the Harvard case study Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling is to give probabilities to the external strategic factors thus better understanding the opportunities and threats arising out of macro environment changes and developments.
Third stage of constructing weighted SWOT analysis of Becton Dickinson (E): An Assessment of Strategic Human Resource Management Profiling is to provide strategic recommendations includes – joining likelihood of external strategic factors such as opportunities and threats to the internal strategic factors – strengths and weaknesses. You should start with external factors as they will provide the direction of the overall industry. Secondly by joining probabilities with internal strategic factors can help the company not only strategic fit but also the most probably strategic trade-off that Assessment Profiling needs to make to build a sustainable competitive advantage.
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