Case Study Description of Recruiting Faster: (B) Change Management at SDL
This two-part case revolves around a mandate given by Ganesh Purandare, head of the financial services business unit at SDL, a growing software development company, to Mohua Sen, head of recruitment for the division, whereby he asks her to reduce recruitment times. For SDL, each lateral hire is done against a billable opportunity. Hence, timely or early fulfilment is critical not only to ensuring project deliverables but also for addressing the immediate billability question. Part B: The case describes the implementation of the solution as applied by Mohua Sen in a pilot project in her division. Challenges emerge regarding acceptance of this process and the effective implementation across the organization. This aspect builds on the gaps which exist between knowing and doing, how to understand and address key stakeholder concerns and how to bring about change in organizations.
Swot Analysis of "Recruiting Faster: (B) Change Management at SDL" written by Debolina Dutta includes – strengths weakness that are internal strategic factors of the organization, and opportunities and threats that Sdl Mohua facing as an external strategic factors. Some of the topics covered in Recruiting Faster: (B) Change Management at SDL case study are - Strategic Management Strategies, Change management, Talent management and Leadership & Managing People.
Some of the macro environment factors that can be used to understand the Recruiting Faster: (B) Change Management at SDL casestudy better are - – increasing energy prices, increasing transportation and logistics costs, digital marketing is dominated by two big players Facebook and Google, supply chains are disrupted by pandemic , banking and financial system is disrupted by Bitcoin and other crypto currencies, technology disruption, customer relationship management is fast transforming because of increasing concerns over data privacy,
geopolitical disruptions, increasing household debt because of falling income levels, etc
Introduction to SWOT Analysis of Recruiting Faster: (B) Change Management at SDL
SWOT stands for an organization’s Strengths, Weaknesses, Opportunities and Threats . At Oak Spring University , we believe that protagonist in Recruiting Faster: (B) Change Management at SDL case study can use SWOT analysis as a strategic management tool to assess the current internal strengths and weaknesses of the Sdl Mohua, and to figure out the opportunities and threats in the macro environment – technological, environmental, political, economic, social, demographic, etc in which Sdl Mohua 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 Recruiting Faster: (B) Change Management at SDL can be done for the following purposes –
1. Strategic planning using facts provided in Recruiting Faster: (B) Change Management at SDL case study
2. Improving business portfolio management of Sdl Mohua
3. Assessing feasibility of the new initiative in Leadership & Managing People field.
4. Making a Leadership & Managing People topic specific business decision
5. Set goals for the organization
6. Organizational restructuring of Sdl Mohua
Strengths Recruiting Faster: (B) Change Management at SDL | Internal Strategic Factors
What are Strengths in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The strengths of Sdl Mohua in Recruiting Faster: (B) Change Management at SDL Harvard Business Review case study are -
Organizational Resilience of Sdl Mohua
– The covid-19 pandemic has put organizational resilience at the centre of everthing that Sdl Mohua does. Organizational resilience comprises - Financial Resilience, Operational Resilience, Technological Resilience, Organizational Resilience, Business Model Resilience, and Reputation Resilience.
Operational resilience
– The operational resilience strategy in the Recruiting Faster: (B) Change Management at SDL 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.
High brand equity
– Sdl Mohua has strong brand awareness and brand recognition among both - the exiting customers and potential new customers. Strong brand equity has enabled Sdl Mohua to keep acquiring new customers and building profitable relationship with both the new and loyal customers.
Low bargaining power of suppliers
– Suppliers of Sdl Mohua in the sector have low bargaining power. Recruiting Faster: (B) Change Management at SDL has further diversified its suppliers portfolio by building a robust supply chain across various countries. This helps Sdl Mohua to manage not only supply disruptions but also source products at highly competitive prices.
Ability to recruit top talent
– Sdl Mohua is one of the leading recruiters in the industry. Managers in the Recruiting Faster: (B) Change Management at SDL 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
– Sdl Mohua 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 Recruiting Faster: (B) Change Management at SDL HBR case study have helped the firm to develop new products and bring them quickly to the marketplace.
Analytics focus
– Sdl Mohua 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 Debolina Dutta 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.
Training and development
– Sdl Mohua has one of the best training and development program in the industry. The effectiveness of the training programs can be measured in Recruiting Faster: (B) Change Management at SDL Harvard Business Review case study by analyzing – employees retention, in-house promotion, loyalty, new venture initiation, lack of conflict, and high level of both employees and customer engagement.
Sustainable margins compare to other players in Leadership & Managing People industry
– Recruiting Faster: (B) Change Management at SDL firm has clearly differentiated products in the market place. This has enabled Sdl Mohua to fetch slight price premium compare to the competitors in the Leadership & Managing People industry. The sustainable margins have also helped Sdl Mohua to invest into research and development (R&D) and innovation.
Innovation driven organization
– Sdl Mohua is one of the most innovative firm in sector. Manager in Recruiting Faster: (B) Change Management at SDL Harvard Business Review case study can use Clayton Christensen Disruptive Innovation strategies to further increase the scale of innovtions in the organization.
Successful track record of launching new products
– Sdl Mohua has launched numerous new products in last few years, keeping in mind evolving customer preferences and competitive pressures. Sdl Mohua 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.
Strong track record of project management
– Sdl Mohua is known for sticking to its project targets. This enables the firm to manage – time, project costs, and have sustainable margins on the projects.
Weaknesses Recruiting Faster: (B) Change Management at SDL | Internal Strategic Factors
What are Weaknesses in SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The weaknesses of Recruiting Faster: (B) Change Management at SDL are -
Lack of clear differentiation of Sdl Mohua products
– To increase the profitability and margins on the products, Sdl Mohua needs to provide more differentiated products than what it is currently offering in the marketplace.
Ability to respond to the competition
– As the decision making is very deliberative, highlighted in the case study Recruiting Faster: (B) Change Management at SDL, in the dynamic environment Sdl Mohua has struggled to respond to the nimble upstart competition. Sdl Mohua has reasonably good record with similar level competitors but it has struggled with new entrants taking away niches of its business.
Skills based hiring
– The stress on hiring functional specialists at Sdl Mohua has created an environment where the organization is dominated by functional specialists rather than management generalist. This has resulted into product oriented approach rather than marketing oriented approach or consumers oriented approach.
High dependence on star products
– The top 2 products and services of the firm as mentioned in the Recruiting Faster: (B) Change Management at SDL 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 Sdl Mohua has relatively successful track record of launching new products.
Workers concerns about automation
– As automation is fast increasing in the segment, Sdl Mohua needs to come up with a strategy to reduce the workers concern regarding automation. Without a clear strategy, it could lead to disruption and uncertainty within the organization.
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 Sdl Mohua supply chain. Even after few cautionary changes mentioned in the HBR case study - Recruiting Faster: (B) Change Management at SDL, it is still heavily dependent upon the existing supply chain. The existing supply chain though brings in cost efficiencies but it has left Sdl Mohua vulnerable to further global disruptions in South East Asia.
Products dominated business model
– Even though Sdl Mohua 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 - Recruiting Faster: (B) Change Management at SDL should strive to include more intangible value offerings along with its core products and services.
Interest costs
– Compare to the competition, Sdl Mohua has borrowed money from the capital market at higher rates. It needs to restructure the interest payment and costs so that it can compete better and improve profitability.
No frontier risks strategy
– After analyzing the HBR case study Recruiting Faster: (B) Change Management at SDL, it seems that company is thinking about the frontier risks that can impact Leadership & Managing People 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.
Employees’ incomplete understanding of strategy
– From the instances in the HBR case study Recruiting Faster: (B) Change Management at SDL, it seems that the employees of Sdl Mohua 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.
Slow to harness new channels of communication
– Even though competitors are using new communication channels such as Instagram, Tiktok, and Snap, Sdl Mohua is slow explore the new channels of communication. These new channels of communication mentioned in marketing section of case study Recruiting Faster: (B) Change Management at SDL can help to provide better information regarding products and services. It can also build an online community to further reach out to potential customers.
Opportunities Recruiting Faster: (B) Change Management at SDL | 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 Recruiting Faster: (B) Change Management at SDL are -
Reforming the budgeting process
- By establishing new metrics that will be used to evaluate both existing and potential projects Sdl Mohua can not only reduce the costs of the project but also help it in integrating the projects with other processes within the organization.
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. Sdl Mohua can explore opportunities that can attract volunteers and are consistent with its mission and vision.
Buying journey improvements
– Sdl Mohua can improve the customer journey of consumers in the industry by using analytics and artificial intelligence. Recruiting Faster: (B) Change Management at SDL 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.
Increase in government spending
– As the United States and other governments are increasing social spending and infrastructure spending to build economies post Covid-19, Sdl Mohua can use these opportunities to build new business models that can help the communities that Sdl Mohua operates in. Secondly it can use opportunities from government spending in Leadership & Managing People sector.
Using analytics as competitive advantage
– Sdl Mohua 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 Recruiting Faster: (B) Change Management at SDL - to build a competitive advantage using analytics. The analytics driven competitive advantage can help Sdl Mohua to build faster Go To Market strategies, better consumer insights, developing relevant product features, and building a highly efficient supply chain.
Harnessing reconfiguration of the global supply chains
– As the trade war between US and China heats up in the coming years, Sdl Mohua 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, Recruiting Faster: (B) Change Management at SDL, to buy more products closer to the markets, and it can leverage its size and influence to get better deal from the local markets.
Remote work and new talent hiring opportunities
– The widespread usage of remote working technologies during Covid-19 has opened opportunities for Sdl Mohua to expand its talent hiring zone. According to McKinsey Global Institute, 20% of the high end workforce in fields such as finance, information technology, can continously work from remote local post Covid-19. This presents a really great opportunity for Sdl Mohua to hire the very best people irrespective of their geographical location.
Loyalty marketing
– Sdl Mohua has focused on building a highly responsive customer relationship management platform. This platform is built on in-house data and driven by analytics and artificial intelligence. The customer analytics can help the organization to fine tune its loyalty marketing efforts, increase the wallet share of the organization, reduce wastage on mainstream advertising spending, build better pricing strategies using personalization, etc.
Developing new processes and practices
– Sdl Mohua can develop new processes and procedures in Leadership & Managing People 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.
Finding new ways to collaborate
– Covid-19 has not only transformed business models of companies in Leadership & Managing People industry, but it has also influenced the consumer preferences. Sdl Mohua can tie-up with other value chain partners to explore new opportunities regarding meeting customer demands and building a rewarding and engaging relationship.
Creating value in data economy
– The success of analytics program of Sdl Mohua has opened avenues for new revenue streams for the organization in the industry. This can help Sdl Mohua to build a more holistic ecosystem as suggested in the Recruiting Faster: (B) Change Management at SDL case study. Sdl Mohua can build new products and services such as - data insight services, data privacy related products, data based consulting services, etc.
Better consumer reach
– The expansion of the 5G network will help Sdl Mohua to increase its market reach. Sdl Mohua 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.
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 Sdl Mohua 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.
Threats Recruiting Faster: (B) Change Management at SDL External Strategic Factors
What are Threats in the SWOT Analysis / TOWS Matrix / Weighted SWOT Analysis
The threats mentioned in the HBR case study Recruiting Faster: (B) Change Management at SDL are -
Easy access to finance
– Easy access to finance in Leadership & Managing People field will also reduce the barriers to entry in the industry, thus putting downward pressure on the prices because of increasing competition. Sdl Mohua can utilize it by borrowing at lower rates and invest it into research and development, capital expenditure to fortify its core competitive advantage.
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. Sdl Mohua 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.
Consumer confidence and its impact on Sdl Mohua 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.
Environmental challenges
– Sdl Mohua 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. Sdl Mohua can take advantage of this fund but it will also bring new competitors in the Leadership & Managing People industry.
Stagnating economy with rate increase
– Sdl Mohua 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.
Backlash against dominant players
– US Congress and other legislative arms of the government are getting tough on big business especially technology companies. The digital arm of Sdl Mohua business can come under increasing regulations regarding data privacy, data security, etc.
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 Sdl Mohua in the Leadership & Managing People sector and impact the bottomline of the organization.
Shortening product life cycle
– it is one of the major threat that Sdl Mohua is facing in Leadership & Managing People sector. It can lead to higher research and development costs, higher marketing expenses, lower customer loyalty, etc.
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. Sdl Mohua needs to understand the core reasons impacting the Leadership & Managing People industry. This will help it in building a better workplace.
Capital market disruption
– During the Covid-19, Dow Jones has touched record high. The valuations of a number of companies are way beyond their existing business model potential. This can lead to capital market correction which can put a number of suppliers, collaborators, value chain partners in great financial difficulty. It will directly impact the business of Sdl Mohua.
Increasing wage structure of Sdl Mohua
– 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 Sdl Mohua.
Trade war between China and United States
– The trade war between two of the biggest economies can hugely impact the opportunities for Sdl Mohua in the Leadership & Managing People industry. The Leadership & Managing People 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.
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.
Weighted SWOT Analysis of Recruiting Faster: (B) Change Management at SDL 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 Recruiting Faster: (B) Change Management at SDL 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 Recruiting Faster: (B) Change Management at SDL 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 Recruiting Faster: (B) Change Management at SDL 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 Recruiting Faster: (B) Change Management at SDL 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 Sdl Mohua needs to make to build a sustainable competitive advantage.