HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
Strategy & Execution
Strategy / MBA Resources
Case Study SWOT Analysis Solution
Case Study Description of HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director
Accompanied by product #PON253Two-party, multi-issue negotiation between a human resources director and a prospective employee over terms of hire that highlight cultural differences. This is a negotiation between a recently hired computer programmer and a Human Resources Director regarding the new employee's salary, benefits, and start date. This is a role play case.
Swot Analysis of "HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director" written by Robert Smith, Ericka Gray includes – strengths weakness that are internal strategic factors of the organization, and opportunities and threats that Human Pon253two facing as an external strategic factors. Some of the topics covered in HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director case study are - Strategic Management Strategies, Conflict, Negotiations, Personnel policies and Strategy & Execution.
Some of the macro environment factors that can be used to understand the HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director casestudy better are - – competitive advantages are harder to sustain because of technology dispersion, increasing energy prices, banking and financial system is disrupted by Bitcoin and other crypto currencies, increasing household debt because of falling income levels, technology disruption, there is backlash against globalization, talent flight as more people leaving formal jobs,
central banks are concerned over increasing inflation, geopolitical disruptions, etc
Introduction to SWOT Analysis of HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director
SWOT stands for an organization’s Strengths, Weaknesses, Opportunities and Threats . At Oak Spring University , we believe that protagonist in HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director case study can use SWOT analysis as a strategic management tool to assess the current internal strengths and weaknesses of the Human Pon253two, and to figure out the opportunities and threats in the macro environment – technological, environmental, political, economic, social, demographic, etc in which Human Pon253two 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 HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director can be done for the following purposes –
1. Strategic planning using facts provided in HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director case study
2. Improving business portfolio management of Human Pon253two
3. Assessing feasibility of the new initiative in Strategy & Execution field.
4. Making a Strategy & Execution topic specific business decision
5. Set goals for the organization
6. Organizational restructuring of Human Pon253two
Strengths HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director | Internal Strategic Factors
What are Strengths in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The strengths of Human Pon253two in HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director Harvard Business Review case study are -
Cross disciplinary teams
– Horizontal connected teams at the Human Pon253two 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.
Ability to recruit top talent
– Human Pon253two is one of the leading recruiters in the industry. Managers in the HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director are in a position to attract the best talent available. The firm has a robust talent identification program that helps in identifying the brightest.
Highly skilled collaborators
– Human Pon253two has highly efficient outsourcing and offshoring strategy. It has resulted in greater operational flexibility and bringing down the costs in highly price sensitive segment. Secondly the value chain collaborators of the firm in HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director HBR case study have helped the firm to develop new products and bring them quickly to the marketplace.
Low bargaining power of suppliers
– Suppliers of Human Pon253two in the sector have low bargaining power. HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director has further diversified its suppliers portfolio by building a robust supply chain across various countries. This helps Human Pon253two to manage not only supply disruptions but also source products at highly competitive prices.
High brand equity
– Human Pon253two has strong brand awareness and brand recognition among both - the exiting customers and potential new customers. Strong brand equity has enabled Human Pon253two to keep acquiring new customers and building profitable relationship with both the new and loyal customers.
Superior customer experience
– The customer experience strategy of Human Pon253two in the segment is based on four key concepts – personalization, simplification of complex needs, prompt response, and continuous engagement.
Operational resilience
– The operational resilience strategy in the HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director Harvard Business Review case study comprises – understanding the underlying the factors in the industry, building diversified operations across different geographies so that disruption in one part of the world doesn’t impact the overall performance of the firm, and integrating the various business operations and processes through its digital transformation drive.
Organizational Resilience of Human Pon253two
– The covid-19 pandemic has put organizational resilience at the centre of everthing that Human Pon253two does. Organizational resilience comprises - Financial Resilience, Operational Resilience, Technological Resilience, Organizational Resilience, Business Model Resilience, and Reputation Resilience.
Ability to lead change in Strategy & Execution field
– Human Pon253two 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 Human Pon253two 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
– Human Pon253two is known for sticking to its project targets. This enables the firm to manage – time, project costs, and have sustainable margins on the projects.
Sustainable margins compare to other players in Strategy & Execution industry
– HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director firm has clearly differentiated products in the market place. This has enabled Human Pon253two to fetch slight price premium compare to the competitors in the Strategy & Execution industry. The sustainable margins have also helped Human Pon253two to invest into research and development (R&D) and innovation.
Digital Transformation in Strategy & Execution segment
- digital transformation varies from industry to industry. For Human Pon253two digital transformation journey comprises differing goals based on market maturity, customer technology acceptance, and organizational culture. Human Pon253two 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.
Weaknesses HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director | Internal Strategic Factors
What are Weaknesses in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The weaknesses of HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director are -
Slow to strategic competitive environment developments
– As HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director HBR case study mentions - Human Pon253two 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.
No frontier risks strategy
– After analyzing the HBR case study HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director, it seems that company is thinking about the frontier risks that can impact Strategy & Execution strategy. But it has very little resources allocation to manage the risks emerging from events such as natural disasters, climate change, melting of permafrost, tacking the rise of artificial intelligence, opportunities and threats emerging from commercialization of space etc.
Capital Spending Reduction
– Even during the low interest decade, Human Pon253two has not been able to do capital spending to the tune of the competition. This has resulted into fewer innovations and company facing stiff competition from both existing competitors and new entrants who are disrupting the industry using digital technology.
Compensation and incentives
– The revenue per employee as mentioned in the HBR case study HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director, is just above the industry average. Human Pon253two 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.
Need for greater diversity
– Human Pon253two 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.
Lack of clear differentiation of Human Pon253two products
– To increase the profitability and margins on the products, Human Pon253two needs to provide more differentiated products than what it is currently offering in the marketplace.
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 Human Pon253two supply chain. Even after few cautionary changes mentioned in the HBR case study - HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director, it is still heavily dependent upon the existing supply chain. The existing supply chain though brings in cost efficiencies but it has left Human Pon253two vulnerable to further global disruptions in South East Asia.
Slow to harness new channels of communication
– Even though competitors are using new communication channels such as Instagram, Tiktok, and Snap, Human Pon253two is slow explore the new channels of communication. These new channels of communication mentioned in marketing section of case study HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director can help to provide better information regarding products and services. It can also build an online community to further reach out to potential customers.
Ability to respond to the competition
– As the decision making is very deliberative, highlighted in the case study HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director, in the dynamic environment Human Pon253two has struggled to respond to the nimble upstart competition. Human Pon253two has reasonably good record with similar level competitors but it has struggled with new entrants taking away niches of its business.
Employees’ incomplete understanding of strategy
– From the instances in the HBR case study HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director, it seems that the employees of Human Pon253two don’t have comprehensive understanding of the firm’s strategy. This is reflected in number of promotional campaigns over the last few years that had mixed messaging and competing priorities. Some of the strategic activities and services promoted in the promotional campaigns were not consistent with the organization’s strategy.
Products dominated business model
– Even though Human Pon253two 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 - HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director should strive to include more intangible value offerings along with its core products and services.
Opportunities HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director | 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 HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director are -
Increase in government spending
– As the United States and other governments are increasing social spending and infrastructure spending to build economies post Covid-19, Human Pon253two can use these opportunities to build new business models that can help the communities that Human Pon253two operates in. Secondly it can use opportunities from government spending in Strategy & Execution sector.
Leveraging digital technologies
– Human Pon253two 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.
Creating value in data economy
– The success of analytics program of Human Pon253two has opened avenues for new revenue streams for the organization in the industry. This can help Human Pon253two to build a more holistic ecosystem as suggested in the HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director case study. Human Pon253two can build new products and services such as - data insight services, data privacy related products, data based consulting services, etc.
Harnessing reconfiguration of the global supply chains
– As the trade war between US and China heats up in the coming years, Human Pon253two 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, HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director, to buy more products closer to the markets, and it can leverage its size and influence to get better deal from the local markets.
Better consumer reach
– The expansion of the 5G network will help Human Pon253two to increase its market reach. Human Pon253two 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.
Reforming the budgeting process
- By establishing new metrics that will be used to evaluate both existing and potential projects Human Pon253two can not only reduce the costs of the project but also help it in integrating the projects with other processes within the organization.
Low interest rates
– Even though inflation is raising its head in most developed economies, Human Pon253two can still utilize the low interest rates to borrow money for capital investment. Secondly it can also use the increase of government spending in infrastructure projects to get new business.
Learning at scale
– Online learning technologies has now opened space for Human Pon253two 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.
Developing new processes and practices
– Human Pon253two can develop new processes and procedures in Strategy & Execution industry using technology such as automation using artificial intelligence, real time transportation and products tracking, 3D modeling for concept development and new products pilot testing etc.
Reconfiguring business model
– The expansion of digital payment system, the bringing down of international transactions costs using Bitcoin and other blockchain based currencies, etc can help Human Pon253two to reconfigure its entire business model. For example it can used blockchain based technologies to reduce piracy of its products in the big markets such as China. Secondly it can use the popularity of e-commerce in various developing markets to build a Direct to Customer business model rather than the current Channel Heavy distribution network.
Manufacturing automation
– Human Pon253two can use the latest technology developments to improve its manufacturing and designing process in Strategy & Execution 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.
Identify volunteer opportunities
– Covid-19 has impacted working population in two ways – it has led to people soul searching about their professional choices, resulting in mass resignation. Secondly it has encouraged people to do things that they are passionate about. This has opened opportunities for businesses to build volunteer oriented socially driven projects. Human Pon253two can explore opportunities that can attract volunteers and are consistent with its mission and vision.
Buying journey improvements
– Human Pon253two can improve the customer journey of consumers in the industry by using analytics and artificial intelligence. HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director 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.
Threats HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director External Strategic Factors
What are Threats in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The threats mentioned in the HBR case study HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director are -
Instability in the European markets
– European Union markets are facing three big challenges post Covid – expanded balance sheets, Brexit related business disruption, and aggressive Russia looking to distract the existing security mechanism. Human Pon253two will face different problems in different parts of Europe. For example it will face inflationary pressures in UK, France, and Germany, balance sheet expansion and demand challenges in Southern European countries, and geopolitical instability in the Eastern Europe.
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. Human Pon253two needs to understand the core reasons impacting the Strategy & Execution industry. This will help it in building a better workplace.
Regulatory challenges
– Human Pon253two 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 Strategy & Execution industry regulations.
Increasing wage structure of Human Pon253two
– 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 Human Pon253two.
Trade war between China and United States
– The trade war between two of the biggest economies can hugely impact the opportunities for Human Pon253two in the Strategy & Execution industry. The Strategy & Execution 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.
Aging population
– As the populations of most advanced economies are aging, it will lead to high social security costs, higher savings among population, and lower demand for goods and services in the economy. The household savings in US, France, UK, Germany, and Japan are growing faster than predicted because of uncertainty caused by pandemic.
Barriers of entry lowering
– As technology is more democratized, the barriers to entry in the industry are lowering. It can presents Human Pon253two with greater competitive threats in the near to medium future. Secondly it will also put downward pressure on pricing throughout the sector.
Technology acceleration in Forth Industrial Revolution
– Human Pon253two has witnessed rapid integration of technology during Covid-19 in the Strategy & Execution industry. As one of the leading players in the industry, Human Pon253two needs to keep up with the evolution of technology in the Strategy & Execution 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.
Consumer confidence and its impact on Human Pon253two 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
– Human Pon253two 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.
Easy access to finance
– Easy access to finance in Strategy & Execution field will also reduce the barriers to entry in the industry, thus putting downward pressure on the prices because of increasing competition. Human Pon253two can utilize it by borrowing at lower rates and invest it into research and development, capital expenditure to fortify its core competitive advantage.
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.
Increasing international competition and downward pressure on margins
– Apart from technology driven competitive advantage dilution, Human Pon253two 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 HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director .
Weighted SWOT Analysis of HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director 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 HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director 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 HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director 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 HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director 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 HIRING A NEWTONIAN - Confidential Instructions for the Human Resources Director 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 Human Pon253two needs to make to build a sustainable competitive advantage.
