Coffeeville's Strategic Direction and Requirements - Case Study Example

Name Subject Date A report reviewing Coffeeville's strategic direction and requirements The Coffeeville strategic operation is of vital importance as it has led the firm to good performance. The five specific strategic directions cover the whole business hence easy to control. For instance, an increase of revenue through targeted marketing campaigns that includes the marketing team. The increase is the main objective to increase foot traffic from two hundred and fifty to three hundred to position the firm as a superior supplier of the gourmet food in the CBD, establish good will within the target market, and increase the band recognition. The marketing strategic plans enable the measurement of the allocated budgets, responsibility for the strategy and the performance measurement on the recognition of ethical and environment responsibility, number of consumers and percentage brand recognition. Secondly, the strategic direction covers the control direct and indirect operational cost. The primary objective of this approach is to decline the cost of sales, increase the gross profit income by 10% annually and reduce the overhead per store through displayed growth. The objectives recognize the suppliers and assist in the preparations of the budget. However, this ensures the performance measures a quarterly budget variation. Additionally, the strategy operation maintains a superior products and service standards that conduct customer satisfaction and quality of delivered goods. The performance measures the satisfaction of the client and individual employee scorecard ratings. Additionally, the operation direction considers establishing the Coffeeville brand ethical and environmentally responsible company. The objective of this is to ensure that the environment is friendly and suitable for an operational business through strategies such as conducting spot checks and reviewing supplier credentials. Lastly, to maintain highly trained and motivated staff whose performance is done monthly through measurement of absentee days and number of employees completing training programs. Future labor requirements The human resources management in the organization should anticipate more. Aside from the maintaining highly motivated and highly qualified employees, the environment plays a vital role that is everything that forms part of the employee's involvement with the work itself such as organizational culture, room for personal development, supervisor and the coworker. The factors initiate a positive work environment 0that ensures employees feel good about the work hence providing motivational factors that sustain them. Nevertheless, highly qualified and motivated 0employees does not guarantee maximum productivity but also the constant juggle. When employees fulfill various needs and goals in his life, he can have a work balance that promotes creativity and out of the box thinking. Emerging practices and trends According to the government, all industries should enable to meet the legal standards. The legal industry includes the business structure such as keeping all registrations of the business up to date which includes renewing the company name annually, meet the taxation requirement and to be in correlation with the corporation act on the financial product and services. Additionally, Coffeeville should comply with the intellectual property and the home safety and the environment to ensure that the coffee handling is suitable for human consumption. Part B: Develop human resources strategic plan Philosophies, values and policies of the plan An organization requires human resource philosophies, values, and policies to anticipate productivity. The guidelines intend to manage the employees hence it is vital for Coffeeville to adopt one. Recruitment of new hires should be made by the employees; this creates a basis for developing an orientation program. Employees should be able to be compensated and enjoy benefits such as promotions which create a foundation for the employee’s motivation and to be treated fairly as per their efforts. Human resource ethics and values are of important as they denote the results. Employees are the assets of the organization hence the organization should provide incentives as well as off days for productivity. Hence Coffeeville employers should be characterized with instrumental value and intrinsic values. That means the employees can only get somethings else that are good giving the value that is extrinsic and intrinsic. Therefore, this policy will ensure a long-term welfare of employees, assist, managers at the various levels in the decision, making and establishes consistency in the application of the systems. Strategic objectives and targets The strategic objectives and targets of the Coffeeville firm human resource are clear and distinct. The project has in initiatives to have a successful planning which ensures the workforce is capable of meeting the future needs of the firm. To minimize cost of hiring new employees that would probably make an insignificant progress hence a workforce mobility which increases profitability as the existing human resource. Employee engagement through views and opinions, this affects the performance of the firm positively. The employees should accept the leaders as it affects decision making, performance and the control of the human resource. Plan to achieve the strategic objectives. Firstly, conduct a departmental strategic analysis to ensure an understanding of the values, missions, visions, challenges and the strategic view. Secondly, identifying strategic human resource issues that arise from a strategic analysis is a major step (Steiner). The outcome of it ensures the human resource is analyzed. Additionally, it should recognize the ongoing human resource issues: that may eventually worsen impacting the morale and effectiveness of the department. Moreover, his issues should be the priority and actions necessary taken with the input of the top manager. With these steps, the top management’s team should manage to draw up the strategic objective. Options for the provision of human resources services Other than the provision of human resource service, the human capital is the best option. It involves, focusing on knowledge, social and personal attributes and habits to perform labor so as to produce economic value. To ensure that high-quality coffee and high consistency level of expert and knowledgeable services that are friendly and fast does not necessary rely on human resource. It is possible to achieve the same mission through technology such as automatic machines that are designed to cater a consumers taste and preference. As compared to the human resource, no complaints on customer care services associated with ethical issues will come up. Additionally, no monthly or yearly budget will be experienced hence cutting down the cost of labor (Peppard and Ward 56). Risk management plans Development of a risk management plan is necessary to ensure the individual strategic plan. Firstly, Coffeeville has to avoid risk entirely to circumvent the problem. Secondly, it needs to mitigate risk such as reducing the impact such as getting more coffee from the suppliers in times of deflation to control times when prices are high. Additionally, we can transfer the risk to a third party such as insurance or hedging transactions. A report based on the Implementation and review of the HR Strategic Plan (Part C) Ways the plan is implemented through the organization Here is a report that implements and reviews the implementation of the human resource strategic plan of the Coffeeville. The program should be implemented in a certain way to avoid resistance of change by the employers on the transitioning. The management has to support change and demonstrate by adhering to it. Through this, the employees develop comfort since it’s not only made for the employees but also for the seniors. It is vital to create the need for change this can be due to customer dissatisfaction or even the business goals hence the need. The organization should involve the employee at certain levels, it is important for them to participate and bring up views and ideas. Persistence in good communication since it reduces resistance increases a follow up hence committing towards the implementation. Ways the staff at Coffeeville will monitor and review the plan Strategic plans require being continually monitored to account internally and externally development that occurs. Hence it’s vital to come up with a way that the staff of the Coffeeville can manage to control and review the plan. The monitoring is through evaluating the outcome performance. The success of a program is identified through evaluating which can be regarding quantity or qualitative data. To ensure this, credibility is done through ethical standards and independence of the assessor. However, the evaluation can also be established to relate to the specific objectives of each human resource planning strategy. Hence, the staff will monitor and review the plans. Who adapts the HR strategic plan? If circumstances change at Coffeeville, the HR strategic plan can be adopted by the manager. He will be responsible for increasing revenue through marketing, maintain highly trained and motivated staff, maintain superior products and service standards, and control direct and indirect operational cost. By the manager performing this duty, the human resource will still be working as possible. The effectiveness of the HR strategy The strategic plan will be successful as it is clear and applicable. Nevertheless, the plan has challenges that make it ineffective. For instance, there is a gap between the employers and what the employee’s desire for their work, what the employees may provide for the plan may not be satisfying to the company no matter the productivity. Additionally, it’s a challenge for a worker to adapt rapidly to a changing operator profile. To get used in areas such as innovation, environmental issues, technological change and business risk will take time for an employer to adapt. Challenges experienced while developing the strategy During the development of the strategic plan, problems were experienced. The growth of the Coffeeville firm is hard to predict. Business is easy for it to be successful quickly and crush at the same time, to balance this we have to increase employees but in a rational way to avoid the firm getting to debts. It was a challenge for the human a resource planning to predict the outcome regarding the turnover, economic trends, competitions and the downturns as the human resource lacks the skills of predictions in the economy. For plan future developments, certain implementations need to be a priority to avoid these challenges. For instance, trends such as population growth, urban form fiscal realities, and effects of lifestyle. Conclusion In conclusion, the strategic plans such as recruitment of new members and promotion of employees as well as training are vital. The strategy will ensure the vision of the Coffeeville is met this include establishing itself a provider for the ethically and socially aware Melbourne coffee drinker in the CBD within five years. Bibliography Need, What Competencies Do HR Professionals. "Human Resource Management: Gaining a competitive advantage." (2006). Ward, John, and Joe Peppard. The Strategic Management of Information Systems: Building a Digital Strategy. John Wiley & Sons, 2016. Steiner, George A. Strategic planning. Simon and Schuster, 2010. Read More