Asia Division Business Unit Strategy Management Plan– Phase 3
Bio-Tech
Section I – Executive Summary
Biotech Company aims to attract Muslim women segment in the Indian cosmetic market. Normally, Muslim women are aware of different artificial ingredients, which are prohibited in the religion. The goal of the company is to hit this market segment and increase revenues. The second goal is to improve the marketing process by aligning with both traditional and modern media channels. Social media integration can help to meet this goal effectively. Investment in biotechnology is a key goal of the company to develop some new differentiated products. These products are not to be inimitable in the competitive market. Organic product development is also a prominent goal to enhance positioning and create awareness. In the new business division, these goals must be accomplished to survive in the competitive market.
Clarion Cosmetics, Mahavir Health, and Paramount cosmetic are three main competitors. In the Indian market, the bargaining power of buyers is high due to the availability of different substitutes. However, it can be altered by making differentiated organic products. New arrivals are also coming with an intense research and development process to enter the organic cosmetic market. Thus, the market is competitive, and some key competitive strategies are to be shaped and executed to get an edge over other competitors in the Indian cosmetic market.
Chief executive officer, director, assistant directors, research and development, production, marketing, sales, and supply chain are part of the limited organizational hierarchy. CEO will control the direction of the company. However, different assistant directors will work under this corporate director. These directors will research, production, marketing, sales, and supply chain departments.
The main products of the company for this new business division are Botox, Orange Blossom Moisturizer, Grapeseed Butter Cleanser, Frankincense Intense Lift Serum, Carrot, Butter Cleanser, Organic Rosehip Oil, Soothing Facial Cream, Odylique, and Lemon Tea. The intention is to make different customer segments and produce or develop different products. To survive and integrate with the industry, the company has to make these products sustainable and human friendly. Using organic or natural ingredients is a key product strategy that can attract customers in the market.
The communication plan of the company has been divided into internal and external communication processes. In the internal communication process, the firm will depend on modern technology such as teleconferencing, virtual team meetings, and a large integrated system to share reports and send emails. The best utilization often technology in the internal business environment can enable effective communication. On the other hand, the external communication process is necessary to interact with external stakeholders, including the customer. Social media channels can be used for marketing purposes to interact with customers. Again, technology has to play a vital role. The communication plan needs some improvisation in the implementation. For Instance, biotech has to embrace new communication tools and trends to communicate with both internal and external stakeholders in an effective and lucrative manner. A better communication plan can enable an effective knowledge flow of the firm, and it can also be a key communication vision in the new business division.
Section VII – Human Resources Plan
· Future Human Resource Needs for the Organization
Future human resource need is quite visible in the cosmetics industry, especially in India. Identifying these future needs and shaping the culture of the company is a good approach to make a difference in the competitive market. Biotech Company is intending to gain and sustain its competitive advantage by streamlining employee efforts and contributions. The most prominent human resource need is to build a strong internal force. To build a strong internal force, the firm can take several HR initiatives. With a strong HR vision, the firm can rationale future human resource needs in the Indian cosmetics market.
The future HR need for the company is the training and development of employees, as it increases satisfaction and motivation (Mazour, 2016). In the new business division, the firm may face immense diversity. However, training and development are needed to gather employees on the same agenda and meet the goals and objectives of the company. The firm has to develop a creative culture to enhance the visibility of innovation. An innovative approach by employees to create differentiated products in the competitive market is obvious. Thus, the Biotech Company has to focus on pertinent human investments to come up with some predictable results. Biotech Company has to identify the right talent at the right time in this new market. The best retention strategies are needed to retain the best talent and enhance their contributions. From skill development to the managerial or leadership role, the human resource management process is quite integrated. In this new market, a better employee policy is required in the future to meet the needs of employees. The shift to knowledge worker to learning worker is essential, and it can be included in the employee policy (Morgan, 2014) interestingly, to meet needs of customers in the competitive cosmetics market, the firm management has to meet the needs of employees. Motivation and satisfaction are two prominent drivers to sustain the success of the human resource process. Also, these can also be used as key measures to evaluate the effectiveness.
Possible Manpower needs for the Product Manufacturing
Biotech Company needs to identify workforce needs for product manufacturing. In the cosmetic product production process, workforce needs are to be fulfilled to make people effective and great contributors. Based on the product manufacturing needs in the Indian market, the company aims to depict long term, medium term, and short-term workforce planning. National and domestic level planning is mandatory to get some expected results in the production process. For Instance, the possible workforce need in this company is the flexible working hour strategy. In India, the firm may increase work hours to reduce the workforce. Conversely, it can reduce working hours to increase manpower. Reduction in unnecessary labor hours is vital to reduce the cost as well (Brand, 2017). It depends on the nature of work and workload that can foster the firm management to decide working hours. Thus, in India, the firm aims to contain flexible working hours. People will be working in different shifts to share the workload. India has been practicing work-life balance approach for many years. The work-life balance initiative is the main workforce need in the firm, and it seems beyond monetary benefits and promotions. As mentioned, training and development of employees in the company are important to develop some skills and enhance their contributions. Apart from it, the workforce can be increased through on-the-job training. For Instance, the production manager will learn and train. It is the effective and simple formula to increase the workforce. Continuous improvements with time can help managers, learning and adopting different things, and accordingly, delegating the work. Increasing manpower can enable the work freedom, and it can also boost the credibility and cognition (Neiljones, 2010). The workforce need is to be increased by pertinent work environment and necessary equipment. The biotech company must not compromise on the employee facilitation to meet production and employee needs. Organic product development in the competitive market is a big challenge. Biotech Company is ready to meet workforce needs of the product manufacturing to get an edge.
Assistant Division Directors (ADD)
Assistant Division Directors will be playing their roles in the business process. In a hybrid structure of the company, the company is looking to streamline functions and divisions. In India, several assistant division directors will be appointed to take control of the different business operation. The assistant divisional manager will take control of the business and report to the chief executive officer of the company. These directors are to work under corporate directors interestingly; the firm aims to appoint different directors for different departments. Human resources, research, and development, marketing and sales will have separate assistant directors. The assistant director has to a control of the human resource management process in the HR department. He will be playing the role of an HR executive and implementing the HR policy. The director will coordinate with corporate directors to plan the human resource process. The director will use line managers in India to implement the whole HR process. Employees in different departments may enclose different needs. Thus, accordingly, each department head will collaborate with the HR director to make effective HR decisions. The assistant director will carry out the strategic human resource management in the company. Strategic HR directions are needed in the new business division to derive some strategic business benefits in the internal business environment. The assistant director will be participating in the HR planning process and delegating the HR process to all departments in the new business division. Due to his legitimate power, he can make some changes in HR policies along with the purpose of developing the superior workforce (Heathfield, 2018). By using his cognitive power, he can integrate with some new HR trends in India to be relevant and enable the employee sustainability. The Corporate HR director will delegate the HR process for this new business division, and he is responsible for effective implementation.
· ADD Marketing, R&D, Sales
Decentralization is an effective strategy for a biotech company in this new business region. It enables or supports the delegation in different departments such as marketing, research and development, and sales. Bio-Tech Company aims to delegate the HR roles in these departments. For Instance, the director of marketing will analyze needs and wants or employees in the department. Accordingly, he will implement the HR strategy and evaluate the performance of the employee. The assistant director of marketing in the new business division will benefit from decentralization. He can coordinate with marketing staff or managers to implement the policy. The plan comes from the top level. However, it can be delegated through proper delegation. Sales, research and development, and marketing assistant directors can enable the systemic flow of the human resource process. In the HR planning and implementation, directors have to play a strategic role. Strategic human resources are essential for employee or workforce sustainability. HR director will coordinate with marketing, sales, and research and development directors to plan employee training, recruitment, selection, compensation, benefits, and sustainability of employee relations. Based on cultural values in this new region, HR strategies are to be changed by these appointed directors. People’s values are to be preferred at the director level, and through an effective decentralization, it can be effectively integrated. The HR management needs better cognition at the top level. The collaboration of marketing, sales, and research department at a higher level can streamline some key ideas to develop and retain people. Maybe, the firm may find high employees bargaining or resistance in this country. It is a fact that the directors will have access to the company’s resources. Aligning with corporate objectives is the best approach when planning different HR policies and strategies.
The biotech company has to design the hiring process several steps are to be developed by the company to have the best talent in the new business division.
· Hiring Process and HR
In Indian business division, the HR management aims to adopt local HR trends. Interestingly, international recruitment and hiring standards have been localized by small and large organizations in this region. Recruitment and hiring steps are part of the HR planning.
The firm must start by identifying the hiring needs. The new production facility in India needs different job positions, roles, and responsibilities. People are to be hired from India. Marketing, sales and research and development departments will need different people or job positions to initiate and sustain operations. Starting with the production department can assist in starting production early. Directors will identify the list of required jobs. The job description is the second step. In the job description, the administration can find required job responsibilities and roles, which are to be stated in the job advertisement. In the third step, the firm will post posts. Biotech Company will use its official website to promote jobs and create an online portal for applicants. Applicants will download an online form from the site, and after filling it, send it to the divisional head office. Social media channels are to be used to promote a job as well. The applicant screening is the next step of the hiring process. Now, the firm will navigate all resumes and cover letters to match qualifications with job descriptions. The firm is expecting high numbers of applicants in this step, and pertinent screening can help to shortlist some candidates. After shortlisting candidates, the company will call candidates for an interview. Email is also an effective and cheaper platform to contact applicants. The interview process will begin. The HR team aims to use either structured or unstructured interviews to evaluate behavior, skills, experience, and qualifications. Hiring a skillful candidate is not the only goal of the HR team (Brin, 2014). The interview is also to be conducted by all departments to assess the behavior and personality. Further screening will be done along with a proper employee background check. The firm is new in this region, and therefore, it can use local agents to enable corporate security. After the background check, the firm may make the final decision. In the end, the best candidate will be selected. The firm will offer the job through email.
The last step of the hiring process is Onboarding (Info.smartrecruiters.com, 2018). Onboarding is a part of the culture, and it will be carried in India as well. The employee will be welcomed by the company. The orientation will demonstrate the company’s culture, history, background, and success story can be told. Also, the firm can also depict the expectations of employees in departments.
After the hiring process, a training and development plan is needed. Initial training will be provided to new employees. However, strategic HR management is looking to streamline strategic benefits of training and development. Pertinent strategies according to the employee and organizational needs are to be developed to meet the goals.
· Training and Development
Training and development is a key part of the HR plan. Again, the training and development process of the company will indicate several steps. Creating training and development programs needs some key steps. The Biotech Company will identify training needs. It is the first step of the training program. After the initial training of employees in India, the need for new product flow is obvious. The firm management has to identify the new production flow, and accordingly, train employees. Modern production needs a new training program for employees to be relevant. The second step of the training and development program is to identify different training objectives (Evoma.com, 2017). In the training program, the firm must predict some employee and organizational achievements. Training needs and goals are to be aligned with corporate goals and objectives in the new division. For example, in the production process, the company aims to increase employee’s cognitive skills to create an innovative culture and develop some creative or differentiated products. It seems the training objective is integrated with the corporate goal. When identifying the training objective, the firm will streamline some objectives, which are achievable. Designing, implementation, and evaluation of the training process are further steps. In the new business division, the plan of the company is to manage-specific activities as a key training program for employees. Employees will be trained according to management needs and wants. Employees and managers will be working together to learn new things in a different department. This training strategy can enable the employees and management to evolve with time. Another type of training strategy is coaching and mentoring. It is a key training practice that can help to improve employee relations. On-job training is necessary to create a culture of togetherness. Supervisors or line managers will be playing the role of mentor or coach. A supervisor or manager will work with employees to identify strengths and weaknesses in each department. The purpose is to develop the best talent and motivate employees to achieve both company and personal goals.
· Investment in Competencies and Showing Commitment
The Indian market is quite competitive. Firms are trying to build a strong internal force by developing core competencies. Biotech Company will invest in this development process to make these competencies, values, inimitable, and rare in the contemporary business era. The core competency of the firm is high team performance in all departments. The employee will work in different teams and align with high-performance standards. It can make the whole business process different from other businesses in the competitive market. The training investment is also a purpose, as it can improve team performance. The effective integrated management and employee system is another core competencies. People will work in an open communication environment. Open discussion policy in sales, production, research and marketing sections will be implemented to enable the effective flow of information. The pertinent investment in technology can be demonstrated by the company to develop this competency. A skillful employee in the new biotech company is another core competency. Skill diversity must be developed by the company to make a difference in the market. Skill development can enhance multitasking at the workplace. Finally, the firm aims to invest in innovative culture. With the integrated system, the culture of togetherness is to be developed or shaped. The uniformity of all departments and key stakeholders will help people to work on the same agenda. People will be determined to achieve goals in this new division. After investing in all these competencies, key stakeholders or employees will show their commitments to organizations. Employees will work as a family and work as a key strategic unit to sustain the work and business in this new market. The Indian cosmetic industry needs a strong work culture and differentiated outputs to position better in the minds of customers. Therefore, an investment in developing these competencies is essential for emerging as a different firm in the cosmetic industry.
· Keeping the Best Talent
Keeping the best talent in the company is one of the top priorities. Normally, the firm can enhance rewards and motivations to retain the best talent. However, modern business needs different initiatives or tactics. Biotech Company will use different strategies or techniques to streamline the efforts of people and retain them in the best interest of the company. The biotech firm can evaluate quarterly progress reports of employees (Stiner, 2017). It refers to navigating the performance or monitoring employee performance. It can create a positive perception among employees. They perceive a good image of the management. They can think that the management is taking an interest and appreciating them. They can perceive their value for the company, and it can become the one reason to work for the company. The biotech firm can also retain the best talent through effective mentorship. The administration aims to hire the optimal leadership team of good employees. Employees usually depict resistance in the change process. Even talented people refuse to change the work method. The optimal leadership team can work with these employees to increase the versatility and ability to do different things. By describing the scope of new work, people can be sustained in the company in the long run. This strategy is purposeful, as it can reduce employee turnover. Finally, the company cannot ignore attractive compensation and benefit. Employees usually work for the best compensations and benefits. In India, the job market is competitive, and due to the high bargaining power of employees, the firm has to develop an attractive salary package, including compensation and benefits, to retain the best people. Again, better hiring process and compensation are not only some key factors. The good relationship can keep people working for the company. Biotech firm is quite aware of these tactics, and all strategies will be implemented effectively. Employee trends can be changed in the Indian business community, and the firm has to be ready for it.
· Employee Evaluation in Departments
Employee evaluation in the different department is mandatory. A better performance management process can portray the best performance or employee evaluation. Biotech firm will adopt a simple employee evaluation method. For Instance, the company will keep the record of the employee performance (DelPo, 2014). By keeping track of employee performance, the performance can be evaluated or examine. The HR team will collaborate with the HR department to examine quarterly reports and make decisions accordingly. Biotech has to maintain the performance evaluation standard in the new division. It has to be honest when deriving performance insights. The aim should not terminate or penalize employees. Performance can be improved through training, mentoring, and motivation. Judging performance by keeping track of employee performance is a better approach instead of observing different personality traits.
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Justification of the HR Plan
The whole HR plan is effective and workable. In the Indian industry, the firm has identified employee needs and shaped the plan accordingly. When entering the new market or country. Assessing people’s needs and integrating with different cultural values is the best HR strategy to meet the needs of people. The HR process is linked with all departments. Biotech has both HR policy and implementation plan. It includes employee retention strategies, training, and development needs and a comprehensive hiring process. It is aligned with corporate goals and objectives, and it shows its effectiveness. The plan seems simple and cheaper in the new division. However, several changes will be made in the future, according to the employees’ and organizational needs.
References
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Brin, D. W. (2014, September 22). Why You Should Hire For Potential, Not Experience. https://www.fastcompany.com/3035990/why-you-should-hire-for-potential-not-experience
DelPo, A. (2014, February 10). How to Conduct Employee Evaluations. https://www.nolo.com/legal-encyclopedia/employee-evaluations-how-to-conduct-29547.html
Evoma.com. (2017, April 8). 7 steps to create successful training and development programs. https://evoma.com/business-centre/7-steps-to-create-successful-training-and-development-programs/
Heathfield, S. m. (2018, September 13). Sample Human Resources Director Job Description. https://www.thebalancecareers.com/sample-human-resources-director-job-description-1918533
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Neiljones. (2010, October 7). 12 Ways To Improve Productivity At The Workplace. https://tweakyourbiz.com/growth/12-ways-to-improve-productivity-at-the-workplace
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