Marketing assignment on: RESOURCING AT PERFUME COMPANY
RESOURCING AT PERFUME COMPANY
It has been seen that, the strategic managers should realize the diversification of managers which would help to meet the various objectives of the business in a much cost effective manner. In the case study for United Conference Centre (UCC), the three main characters i.e. Derek, James & Christine shall keep in mind that fact that the employers shall try to promote more & more training programs for the newly recruited people in the organization. Implementation of the various training programs shall help to encourage diversity within the enterprise, increase the levels of productivity which would help to improve the morale & reduce the levels of discomfort or dissatisfaction. At United Conference Centre (UCC), a diverse workforce shall be maintained which would help to reduce the levels of risk & establish programs which would help to recruit, attract, interview more people who fit in the job profile and train them according to their roles and responsibility.
This report mainly highlights the HR implications of diversity strategy, details regarding the implementation of the same; provide costs as well as benefits of the proposal of implementing the diverse strategy, evaluation of the diversification strategy, challenges attached with the implementation of the diversification strategy & assessment of the Atikson’s model.
- The HR implications of introducing a diversity strategy
The implications of introducing a diversity strategy at United Conference Centre (UCC), has been discussed in this section of the report. It is as follows:
Þ Prepared leadership & workforce: Prepared leadership & workforce will help to provide the organizations with competitive advantage. Competitive advantage at United Conference Centre (UCC) can be seen in terms of the various training as well as development programs for the newly hired staff personnel.
Þ Sophisticated programs to attract develop as well as engage the diverse talent within the enterprise: Sophisticated programs shall be formulated at United Conference Centre (UCC) which would help in order to seek as well as foster talent amongst the diverse workforce. At United Conference Centre (UCC), the composition of the board shall be in such a manner where in the management committees should reflect their organizational goals. This will provide added credibility amongst the new hires (Love, 2010).
Þ Diversity is a core operating principle: At United Conference Centre (UCC), it shall be seen that diversity will help to provide competitive advantage and partnering occurs within the various diverse group or functional areas. This will help to provide increased levels of efficiency & effectiveness, creativity which leads to innovation.
- Include brief details of the diversity implementation strategy
The details of the diversity implementation strategy have been defined in this section of the report. They are as follows:
Diversity implementation strategy within the enterprise can be seen as a four step process. Firstly, recognize the consequences to the business; secondly, to develop an effective diversity management strategy; thirdly, implement an action plan to manage the organization change & lastly, evaluate the diversity change. The first step in diversity implementation strategy would be to recognize the economic consequences to the enterprise. At UCC, an effective strategy for managing diversity shall be experienced (European Commission, 2003). Some of the consequences which could be recognized at UCC would be loss in opportunity, loss in the levels of productivity, employment mistakes, loss in the employee turnover, etc. In order to avoid such situations, UCC shall acknowledge the need to develop an effective strategy in regards to diversity management which would help in the implementation of the same. Secondly, to develop an effective strategy this would help to manage diversity. This can be practice within UCC by communicating with the employees, assigning responsibility, allocation of the resources, developing task force & build accountability (McArthur, 2010). Communication with the employees would be referred to as one of the main ways which would help to manage diversity amongst the enterprise. The method which would be used to communicate amongst the employees will depend upon the number of employees as well as the locations involved. Talking about diversity as well as communicating with the employees regarding the diversity effects will help to enhance the overall opportunity & growth of the same. Assigning responsibilities to the management in order to develop monitor as well as review the efforts will help to portray high levels of success in managing diversity. While undergoing this process it shall be taken into consideration that, the person shall be respected as well as high levels of commitment shall be portrayed upon the individual so selected (European Commission, 2003). The person shall be a decision maker which would have respect, authority to act & lead upon the recommendations. Allocation of the resources shall be done in order to have success in managing diversity. In order to practice high levels of success, the entire process shall be required to allocate high levels of resources towards it. Allocation of budget would help to send a clear message to the employees along with the suppliers. This will help to provide clarity of thought that, the organization is ready to bring high levels of change in terms of growth & productivity. Establishing task force to manage diversity will act as an integral part of the business which would help the newly appointed employees to act as “diversity champions”. Lastly, accountability shall be built which would help to state the various expectations and outcomes while managing the diversity strategy. The manager shall distribute work amongst the people in such a manner which would demonstrate high levels of commitment from the employees, provide diverse ideas, knowledge, skills & opinions (McArthur, 2010). Evaluation of the managers shall be done based upon the ability to achieve diversity goals. The third step which would be involved in the diversity management plan would be the implementation of an action plan which would lead to organizational change. While implementing the action plan for organizational change the following steps shall be kept in mind they are, communicate the action plan, assessment of the diversity plan, setting of goals and provide detailed training & development. Communicating the action plan would be referred to as one of the most crucial aspect in implementation of the diversity management plan. With the implementation of the action plan, a clear message would be delivered. The main goal is to bring a change within the organization which would help to benefit the employees, customers, enterprise as a whole & suppliers. The second step involved in the diversity management plan is to conduct an initial diversity assessment. Conducting diversity assessment will help to provide perception of employees which would relate in the workplace environment (University of California, n.d.). This would help to contribute towards the creation of harmonious as well as a productive workplace where in employees build cordial relationships within the same. All the new staff members hired shall be involved irrespective of their gender, caste, religion, background, sex, etc. With the help of diversity assessment diversity efforts shall be developed which would form a basis to strengthen the foundation of the information (Love, 2010). Proper diversity business goals shall be formulated which would help to maintain the organizational goals & help to move the business forward. Lastly, detailed employee training & development shall be practiced which would help to achieve varied responsibilities within the employees. A detailed training & development program would help the employees deal with workplace diversity in the best possible manner. Proper understanding regarding the various reasons as to why to implement the diversity strategy shall be done. A diversity program shall be formulated which would help in the contribution of employees skill & knowledge. The last step involved in managing diversity is to evaluate the diversity strategy (University of California, n.d.). The major goal of the diversity strategy would be to manage organization in the best possible manner. In order to implement the diversity strategy & make it a success, evaluation of the entire component shall be done. Revision of the entire diversity strategy shall be practiced which would determine success in the long run at UCC.
- Give an indication of benefits and costs of any proposals
The cost & benefits of the proposal i.e. diversity strategy within United Conference Centre (UCC) have been discussed in this section of report. They are as follows:
Benefits:
Þ Generate short & medium term opportunities: One of the major benefits which shall be seen with respect to diversity refers to the generation of medium or short term opportunities so as to balance the level of cash flows. Improvement amongst the cash flows would be done by reduction in the levels of cost, resolving the labor shortages, improvements amongst the performance in the market, etc.
Þ Strengthening long term drivers: The various long term drivers i.e. tangible as well as intangible assets shall be strengthened by the organization. This will provide the organization with competitive edge which would stabilize the cash flows & satisfy the shareholders. At United Conference Centre (UCC) the main aim shall be to invest money amongst the diversity policies which would contribute towards the strengthening of human capital (University of California, n.d.).
Costs
Þ Cash cost of diversity: The main cash cost of diversity within United Conference Centre (UCC) would be the education imparted to the staff members, training facilities, provide specialist staff, employment policies, monitoring as well as report the processes (Wade, 2007).
Þ Opportunity cost of diversity: The opportunity cost of diversity which can be seen at United Conference Centre (UCC) refers to the diversion of top management & functional management.
Þ Business risk of diversity: The business risks of diversity can be seen with regards to the various programs which are designed to portray change amongst the corporate culture.
5. Produce an assessment of the aspects of this case that correspond with Atkinson’s (1984) model of the flexible firm
The case study for United Conference Centre (UCC) can be related to the Atkinson’s model which relates to the concept of flexible firm. It shall be seen that, the concept of flexible firm relates to those enterprises that require high levels of flexibility. As stated in the conversation between Derek, Christine & James that they are required to recruit more number of sales staff hence the concept of flexible firm can be attached to it (Johnson, 2012). Flexible firm refers to a type of firm which has full right to meet the needs of the business by arranging flexible staff members who would satisfy the needs of the organization in an effective as well as efficient manner. Based upon the case study, it can be seen that United Conference Centre (UCC) will be able to design the workforce according to its own will & specifications. Therefore, to perform the same United Conference Centre (UCC) would design various proactive measures which would help to meet the flexible conditions within administration of the enterprise so as to meet the organizational goals in a highly competitive market. United Conference Centre (UCC) will help to attain goals & aims in a strategic manner which would help the enterprise to fulfill its functional operations (McArthur, 2010).
Some of the benefits which are associated with flexible staffing strategy & will help United Conference Centre (UCC) to accomplish their goals of recruiting people would be better matching of the levels of staff along the business volumes, to have a competitive edge, to provide an improvised customer service & the last benefit is to provide lower wage as well as non edge costs (Herzog, 2009).
It shall be seen that, the flexible practices are more likely adopted by the large organizations that are technologically rich &operate amongst the niche markets. It shall be seen within United Conference Centre (UCC), adopting the flexible staffing strategy will provide various types of initiatives to the same which would help to provide greater flexibility within the organization. This will provide different types of economic trends to the smaller firms, disintegration, flexible strategies to be followed at the organization, flexible technology and production networks, etc. The flexible technological pattern followed amongst United Conference Centre (UCC) would imply that, it would act as one of the crucial factors which will help in mastering the mass production (Holladay et al n.d).
6. Consider any possible problems with introducing the diversity strategy
Workplace diversity can be seen when the organization hire people from various backgrounds. Most of the enterprises take workplace diversity as an investment rather than, as an investment which would help to build better business in the long run. Apart from the various benefits, there are different types of challenges posed by the managers as well as the employees (Gamel, 2009).
Some of the problems which might arise at United Conference Centre (UCC) in order to manage diversity within the organization have been discussed in this section of the report. They are as under:
Þ Lack of communication: The first possible problem which can be encountered at United Conference Centre (UCC) while introducing the diversity strategy would be regards to the communication barrier. For example, at United Conference Centre (UCC) if the organization hires employees from various backgrounds language would be referred to as the major problem faced by the same (European Commission, 2003). The staff members hired from different backgrounds, people would find it quite a difficult task to communicate with one another. This will lead to high levels of misunderstandings which would in turn decrease the productivity of the organization at large. For example, if at United Conference Centre (UCC) the manager gives instructions regarding the completion of the task, the staff member belonging to different background will not be able to comprehend towards the same which will in turn lead to many mistakes.Þ Opposition to change: Workplace diversity has various benefits attached to it but at the same time there are managers as well as employees who do not react in a positive manner to the changes made within the enterprise. It shall be seen that, employees in the organization who oppose workforce diversity are not open for new ideas. They reject new ideas and the work environment becomes difficult to work within. It shall be seen that, if the enterprises will not be able to handle change in a positive manner, then the intended benefits for the organization will not be enjoyed by the same. Hence, in order to deal with opposition to change the enterprise shall explain the various reasons why diversity shall be practiced, benefits which could be reaped with the help of diversity management within the management (Duggan, 2012).
Þ Implementation: One of the major problems which might be faced by introducing diversity strategy is the implementation of the same. It shall be seen that, there are many enterprises that are unable to deal with the implementation of diversity. The employers at United Conference Centre (UCC) shall develop different types of strategies which would help the employees to meet the established goals & objectives. The implementation process would pose challenges amongst people who are involved within the diversity change process. Therefore, high levels of frustrations might be seen within the employees involved in the same. Experienced challenges shall be hired which would understand the challenges at large as well as handle them in the best possible manner.Þ Managing diversity: Once diversity has been implemented within United Conference Centre (UCC), the organization shall manage the policies in the best possible manner. It shall be seen that, challenges in managing the workplace diversity would occur due to the following reasons such as wrong approach in solving the issues relating to diversity, taking affirmative policies to solve the diversity problems, hiring of the staff based upon race issue, etc (Aurora, 2010). Therefore, at United Conference Centre (UCC) various training programs shall be adopted which would help in order to manage issues in the best possible manner.
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