GC3 - Internal Analysis - Essay Example

Internal Analysis The organizations core competencies GC3 has a number of core competences that are peculiar to the company and justifiably identifies and distinguishes it from other competitors. In the first place, the company has a long history of service to customers such that it has become a strong force to reckon with. The company therefore has the competence of supplying consumers with the best of products because it has related with consumers for long and know exactly what consumers require. Again, the company has the competence quickly expanding its scope of operation. This is said because of the long history of the company as well as the readily acceptable name corporate by the company. Furthermore, the company has the competency of increasing its production rate. The HR departments competencies Just as the organization as a whole, the HR department of the company also have a number of core competences. Some of these are highlighted by Gallo (2010) as “customer service orientation, flexibility, business acumen, initiative and organizational sensitivity.” This means that the human resource department has the competency of giving a lot of attention to customers of the company as much as it would do for staff. With regards to flexibility, it is expected that the human resource department must be in a position to adjust its self to change, ideas and perception. Writing on business acumen, Gallo (2010) states that “employee needs an understanding of basic business in general and the specific business of the firm.” Even more, it is expected that the human resource department would put up a competency of being highly initiative with their action and strategies. By initiatives, it is advocated the human resource comes up with strategies that will in line with modern practices. Finally, Gallo (2010) writes on organizational sensitivity by stating that “employee understands the various relationships of other individuals and departments within the organization and uses that understanding to get things done.”  The organizations sources of competitive advantage There are a number of ways that GC3 amasses its competitive advantage. These include the offering of high grade customer service. By this, the company strives to sell to its customer value; rather than products. This way, even if the company is trading in a particular product at the same price as other competitors, GC3 will be selected because of the level of valuable service they receive from the company. There is also the provision of higher performance products than competitors. This is because the company has made it ideal for quality to come before profit. Invariably, as much as discerning customers opt for quality, they land on GC3. Yet again, the company has a principle of capitalizing on unique feature of products. This way, even though the company may be trading in the same product with other companies, consumers will prefer GC3 because there would always be a special and distinct feature in addition to what others offer. HRM Responsibilities It is an eminent fact that the absence of strategic planning affects the operations and performance of any company. The human resource department is identified as one area of any given company that can put in place a number of policies and strategies that will champion the growth and promotion of the company. In the case of GC3 therefore, it is admonished that the following human resource management responsibilities are duly adhered to. Corporate culture and structure There exists an entirely different corporate culture in Pittsburgh as there is in Chicago and Ohio, which are also two branches of the company. The people at Pittsburgh are tagged as hard guys who believe in strict and touch culture rather than easy going corporate culture. Chicago has a lot of softened rules as its major principle on corporate culture is drafted as “work-hard, play hard”. In Ohio coffee store has different corporate culture which is serving coffee in one of their function participating with very fundamental Human Resource structure. However, the GC3 has no organizational direction, plan, or specific branding in their company. For the company to progress therefore, there should be a common culture that cuts across all branches of the company. Training The major disparity between Pittsburgh and Chicago has to do with training and marketing. Whereas the managers in Pittsburgh are more particular about training and therefore make training very stringent, there is a lot of attention for marketing in Chicago and so Chicago has marketing as its greatest strength. This means that there should be much attention given to training courses in Chicago in all fields of operations. Recruiting The recruitment in GC3 organization keeps facing low experiences. There is therefore the urgent need of making their candidates precious to the company and make them poised to work in this company. There is also the recommendation of restructuring the contact hours for employees, both old and new. Compensation and benefits Increasing the profit packages in Pittsburgh is declining the employee self-assurance in Ohio. This means that there is a high level of disparity and ambiguity when it comes to what employees receive for the same amount of work done. As employees of the same company, place of work should not a hindrance as to what someone should receive. There must be a level playing field to bring all people on board the enhancement and well being of the company. Economic Indicator Opportunities: Catering for all three branches of high technological development. Giving training to high data. Introduction of free wireless internet service as a means of enticing more customers to the stores. Undertaking periodic Promotions and Coupons marketing. Giving out of organic products. Serving low fat and calories items to draw the vigorous customer to the store. Threats: Should make rivalry with other local coffee brands like Caribou or Starbucks. Increase the budgets of the products if the price of the oil is increase. High price for the organic products specially if the coffee brought from overseas and has unique test. Increase the training in developing their customer service and culture business in each branch of GC3. Improve the performance management of the company to develop their employees work. Providing good rewards and bonuses for the staff’s support. TOWS Analysis: S/O: Having a good marketing and promoting for the coffee products of this store I think it would be raising the business and market share in the coffee industry. S/O: Providing organic products and items especially in Deli store would be good idea to attract the customer who is interested in low fat and low calories items. S/T: Providing high customer satisfaction training would give the GC3 organization a good advantage to have edge over other local competitors. W/O:Develop the three stores locations by providing the all different items and products and make it one brand for all stores would making the company focused on the same strategy with different culture and area. W/O: Offering Wi-Fi in the stores would bring and attract the clients especially students to your shop for drinking cup of coffee and using free internet wireless. W/T: Improve of organizational culture depends on the three different branches of GC3 would increase the good communication with other employees and good service with the clients. REFERENCE LIST Gallo F. (2010). Enhancing Chinese HR Competencies. Retrieved February 14, 2012 from http://www.chinacalypso.com/content/enhancing-chinese-hr-competencies Read More