Final Project

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Southern New Hampshire University *

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OL 688

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Management

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Apr 3, 2024

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Final Project PESTEL ANALYSIS Cynthia Tomblin | OL 668 HR in Global Contexts | September 3, 2023 by Unknown Author is licensed under
Final Project INTRODUCTION Nimble was created to fill a void in the technology market on a global front. When the company began in 2008, it grew rapidly and by 2015 was clearing revenue of $228 million which was double the revenue from the previous year (Bahrami, 2015). In 2013 the company added 1,300 mid-sized to large customers, many of its customers were from cloud-based storage service providers, education, financial institutions, state and local government, and technology industries. Despite this growth, the company was not profitable and was forced to change its focus to become a global company. BUSINESS PRACTICES ANALYSIS HR GAPS The leaders at Nimble had very strong beliefs, which included “accountability, innovation, initiative, integrity, listening, teamwork, and collaboration” (Bahrami, 2015). Despite these strong values that the company leadership had, the HR department was seen as weak and tactically driven. Because of this combination, it led to the company promoting an ethnocentric culture. An ethnocentric culture is one where the employees that are hired are ones that fit the organizations values. This led the way for a hiring process that led to candidates being hired based on recommendations from others. This caused a gap based on limiting the individuals that were hired because the company limited who they were willing to hire. The process that the company is currently operating may cause legal issues in other countries that Nimble may operate in because the company would be pushing their values and not hiring the people that are truly qualified for the positions available. PAGE 1
With Nimble having a global presence in 185 countries, the priority for the company was the Human Resource department (Bahrami, 2015). Management must currently hire staff for their departments in addition to other duties. This means that the HR department has no focus on recruiting or onboarding new employees. There should be training for management who are responsible for hiring in addition to being familiar with geocentric culture. Nimble also has many employees at many different levels of employment from the ground up. These employees give Nimble cultural diversity and skills that will navigate the global market that they do business in. Nimble should also prioritize training and development for the current employees which alleviates the gap for the experienced workers and have experienced workers ready to step into places left open by retiring workers or those who have moved to another company. BUSINESS PRACTICES TECHNOLOGY GAPS Technology gaps also affect expansion into the global market at Nimble as well. Nimble needs a more efficient storage method due to the amount of data that the company collects. These storage methods must be cost effective and high performance with comprehensive protection that prevents business loss from data loss or availability to applications (Bahrami, 2015). These methods also need to have optimized storage space and are easy to maintain for continued system administration. Because of these gaps, Nimble had the opportunity to improve application performance and availability that was not seen before while simplifying IT operations. To further identify the technology gaps at Nimble, there needs to be more efficient storage technology due to companies making real decisions and gathering large amounts of PAGE 2
information. One recognized gap is NEXT program. The NEXT program tris to leverage video and teleconferencing and how to complement technology with the program that has already been implemented at Nimble (Bahrami, 2015). With the changes that are always occurring in technology, Nimble needs to find a way to stay one step ahead to validate the claim that Nimble is the best. Business Practices Nimble storage has a geocentric culture and environment. Having this type of environment means that the employer is focused on bringing different cultures, ideals, and skills into the work environment. This culture be a benefit to Nimble as it moved into the global market if this remains the focus as it will lead them to success. This culture should be seen from the executive level down to the entry level so that the company can stand united in their common goal of becoming a global company and being accepting of other cultures and the cultural differences while adhering to their core values. Employee Collaboration When it comes to the collaboration of employees, there should also be a geocentric culture as well. If this exists in this area as well, it will lead to higher retention rates, higher productivity, and higher satisfaction among current employees. It would be recommended that Nimble initiate an employee survey to understand how the employees feel about working at Nimble. When employees can collaborate with one another, it opens them up to more creativity and progression within the company and on a global scale. Employees feel empowered and valued when they feel that their ideas are listened to, and their ideas are considered. The HR department should focus on a portal or other PAGE 3
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