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In late 2005, Risk Control Strategies, a canine training security company in Islamabad, Pakistan was formed. To ensure that the company was a class apart in security provision, the company founder designed an induction procedure based on employee referrals followed by a thorough two-month training program that encompassed both pure theory and practical dog-handling sessions. The extensive training increased employees' market value, and they often left for higher salaries in other companies, without considering the added compensations Risk Control Strategies offered, such as medical benefits, free accommodation and basic health and education coverage for their families. The hiring process also contributed to the turnover; many of the friends and relatives who were given references by current employees came from villages and often returned to help their families with harvests. The founder needed to address the problem of employee retention before considering the future expansion of the company. Authors are affiliated with National University of Sciences and Technology.
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Risk Control Strategies: Human Resource Challenges is a Harvard Business (HBR) Case Study on Leadership & Managing People , Texas Business School provides HBR case study assignment help for just $9. Texas Business School(TBS) case study solution is based on HBR Case Study Method framework, TBS expertise & global insights. Risk Control Strategies: Human Resource Challenges is designed and drafted in a manner to allow the HBR case study reader to analyze a real-world problem by putting reader into the position of the decision maker. Risk Control Strategies: Human Resource Challenges case study will help professionals, MBA, EMBA, and leaders to develop a broad and clear understanding of casecategory challenges. Risk Control Strategies: Human Resource Challenges will also provide insight into areas such as – wordlist , strategy, leadership, sales and marketing, and negotiations.
Risk Control Strategies: Human Resource Challenges case study solution is focused on solving the strategic and operational challenges the protagonist of the case is facing. The challenges involve – evaluation of strategic options, key role of Leadership & Managing People, leadership qualities of the protagonist, and dynamics of the external environment. The challenge in front of the protagonist, of Risk Control Strategies: Human Resource Challenges, is to not only build a competitive position of the organization but also to sustain it over a period of time.
The Risk Control Strategies: Human Resource Challenges case study solution requires the MBA, EMBA, executive, professional to have a deep understanding of various strategic management tools such as SWOT Analysis, PESTEL Analysis / PEST Analysis / STEP Analysis, Porter Five Forces Analysis, Go To Market Strategy, BCG Matrix Analysis, Porter Value Chain Analysis, Ansoff Matrix Analysis, VRIO / VRIN and Marketing Mix Analysis.
In the Texas Business School, Risk Control Strategies: Human Resource Challenges case study solution – following strategic tools are used - SWOT Analysis, PESTEL Analysis / PEST Analysis / STEP Analysis, Porter Five Forces Analysis, Go To Market Strategy, BCG Matrix Analysis, Porter Value Chain Analysis, Ansoff Matrix Analysis, VRIO / VRIN and Marketing Mix Analysis.
We have additionally used the concept of supply chain management and leadership framework to build a comprehensive case study solution for the case – Risk Control Strategies: Human Resource Challenges
The first step to solve HBR Risk Control Strategies: Human Resource Challenges case study solution is to identify the problem present in the case. The problem statement of the case is provided in the beginning of the case where the protagonist is contemplating various options in the face of numerous challenges that Training Families is facing right now. Even though the problem statement is essentially – “Leadership & Managing People” challenge but it has impacted by others factors such as communication in the organization, uncertainty in the external environment, leadership in Training Families, style of leadership and organization structure, marketing and sales, organizational behavior, strategy, internal politics, stakeholders priorities and more.
Texas Business School approach of case study analysis – Conclusion, Reasons, Evidences - provides a framework to analyze every HBR case study. It requires conducting robust external environmental analysis to decipher evidences for the reasons presented in the Risk Control Strategies: Human Resource Challenges.
The external environment analysis of Risk Control Strategies: Human Resource Challenges will ensure that we are keeping a tab on the macro-environment factors that are directly and indirectly impacting the business of the firm.
PESTEL stands for political, economic, social, technological, environmental and legal factors that impact the external environment of firm in Risk Control Strategies: Human Resource Challenges case study. PESTEL analysis of " Risk Control Strategies: Human Resource Challenges" can help us understand why the organization is performing badly, what are the factors in the external environment that are impacting the performance of the organization, and how the organization can either manage or mitigate the impact of these external factors.
As mentioned above PESTEL Analysis has six elements – political, economic, social, technological, environmental, and legal. All the six elements are explained in context with Risk Control Strategies: Human Resource Challenges macro-environment and how it impacts the businesses of the firm.
To do comprehensive PESTEL analysis of case study – Risk Control Strategies: Human Resource Challenges , we have researched numerous components under the six factors of PESTEL analysis.
Political factors impact seven key decision making areas – economic environment, socio-cultural environment, rate of innovation & investment in research & development, environmental laws, legal requirements, and acceptance of new technologies.
Government policies have significant impact on the business environment of any country. The firm in “ Risk Control Strategies: Human Resource Challenges ” needs to navigate these policy decisions to create either an edge for itself or reduce the negative impact of the policy as far as possible.
Data safety laws – The countries in which Training Families is operating, firms are required to store customer data within the premises of the country. Training Families needs to restructure its IT policies to accommodate these changes. In the EU countries, firms are required to make special provision for privacy issues and other laws.
Competition Regulations – Numerous countries have strong competition laws both regarding the monopoly conditions and day to day fair business practices. Risk Control Strategies: Human Resource Challenges has numerous instances where the competition regulations aspects can be scrutinized.
Import restrictions on products – Before entering the new market, Training Families in case study Risk Control Strategies: Human Resource Challenges" should look into the import restrictions that may be present in the prospective market.
Export restrictions on products – Apart from direct product export restrictions in field of technology and agriculture, a number of countries also have capital controls. Training Families in case study “ Risk Control Strategies: Human Resource Challenges ” should look into these export restrictions policies.
Foreign Direct Investment Policies – Government policies favors local companies over international policies, Training Families in case study “ Risk Control Strategies: Human Resource Challenges ” should understand in minute details regarding the Foreign Direct Investment policies of the prospective market.
Corporate Taxes – The rate of taxes is often used by governments to lure foreign direct investments or increase domestic investment in a certain sector. Corporate taxation can be divided into two categories – taxes on profits and taxes on operations. Taxes on profits number is important for companies that already have a sustainable business model, while taxes on operations is far more significant for companies that are looking to set up new plants or operations.
Tariffs – Chekout how much tariffs the firm needs to pay in the “ Risk Control Strategies: Human Resource Challenges ” case study. The level of tariffs will determine the viability of the business model that the firm is contemplating. If the tariffs are high then it will be extremely difficult to compete with the local competitors. But if the tariffs are between 5-10% then Training Families can compete against other competitors.
Research and Development Subsidies and Policies – Governments often provide tax breaks and other incentives for companies to innovate in various sectors of priority. Managers at Risk Control Strategies: Human Resource Challenges case study have to assess whether their business can benefit from such government assistance and subsidies.
Consumer protection – Different countries have different consumer protection laws. Managers need to clarify not only the consumer protection laws in advance but also legal implications if the firm fails to meet any of them.
Political System and Its Implications – Different political systems have different approach to free market and entrepreneurship. Managers need to assess these factors even before entering the market.
Freedom of Press is critical for fair trade and transparency. Countries where freedom of press is not prevalent there are high chances of both political and commercial corruption.
Corruption level – Training Families needs to assess the level of corruptions both at the official level and at the market level, even before entering a new market. To tackle the menace of corruption – a firm should have a clear SOP that provides managers at each level what to do when they encounter instances of either systematic corruption or bureaucrats looking to take bribes from the firm.
Independence of judiciary – It is critical for fair business practices. If a country doesn’t have independent judiciary then there is no point entry into such a country for business.
Government attitude towards trade unions – Different political systems and government have different attitude towards trade unions and collective bargaining. The firm needs to assess – its comfort dealing with the unions and regulations regarding unions in a given market or industry. If both are on the same page then it makes sense to enter, otherwise it doesn’t.
PESTEL stands for political, economic, social, technological, environmental and legal factors that impact the external environment of firm in Risk Control Strategies: Human Resource Challenges case study. PESTEL analysis of " Risk Control Strategies: Human Resource Challenges" can help us understand why the organization is performing badly, what are the factors in the external environment that are impacting the performance of the organization, and how the organization can either manage or mitigate the impact of these external factors.
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