Accenture Human Capital Strategy Case Study Help


Home >> Harvard >> Accenture Human Capital Strategy >>

Accenture Human Capital Strategy Case Study Help

Background and Facts

Accenture Human Capital Strategy an office supplies retailer for tiny as well as medium sized services has lately been involved in preparing for a merging with its competitor Residence Deport, which has influenced efficiency levels in departmentswith the elderly supervisor associated with legal problems put forth by the federal Trade Commission. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the near future. With difficulties in the kind of a potential cultural change as well as reduced staff member morale, the organization needs a full reengineering initiative at the advertising and marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural change at the advertising and marketing division of Accenture Human Capital Strategy is increasing uncertainty in the workplace causing various challenges for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing calculated choices given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Compensation's intervention while doing so. Provided the fact that the store has an international visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might have the ability to affect performance or critical goals. Federal Profession Compensation's antitrust match versus the merging took up useful time of the organization's elderly monitoring recommending that 'political' factors can have significant ramifications for a global organisation.

Economic Factors: Financial factors such as the appearance of local business in the global circumstance recommend that Accenture Human Capital Strategy is prospering in an atmosphere where there is prospective development of services. Fact that shop clients are primarily looking for office materials for house offices recommends that the market has a rising fad of business owners as well as home based organisations.

Social factors: Social patterns in the economic situation show that customers are seeking benefit as well as appealing prices. Market research shows how the customer for Accenture Human Capital Strategy does not have awareness about finding services which can offer a mix of ease as well as low costs.

Technical factors: Technology plays a crucial role in Accenture Human Capital Strategy's service approach especially as the company is piloting Innovation facilities which would provide modern technology sales as well as support in the form of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

Numerous underlying Business Habits issues can be seen in Accenture Human Capital Strategy's case as highlighted in this area.

Concerns regarding social change: There is apprehension regarding a cultural adjustment that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with the majority of the staff members already revealing unhappiness over this prospective action. This predicted adjustment has produced anxiety in the office which has been combined with the past anxiety of preparing the company for a possible merger with House Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is lack of employees that can match the difficult setting of a fast-paced company. Not just does this cause trouble in finding the best people, it places anxiety on new hires as can not stand up to the pace as well as pressure that the company anticipates them to birth.

Dual Coverage Lines: Newbies find this business culture cumbersome and also tough to handle specifically as dotted line relationships are suggested to be weak in general as well as objective setup and also efficiency evaluation is still done by the strong line supervisor. This implies that novices could shed quality about their corresponding functions and goals especially as dotted line coverage does not keep them in direct communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had actually been speculated that the latter would certainly take Krasnow's setting came as a blow to her spirits. Lewis may have been capable and also ideal for the job but the truth that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Task Instability: Worry as well as instability can be recognized as two significant issues that Lewis would certainly be taking care of especially as the merger has now be cancelled and also 2 senior executives of the advertising department would certainly be leaving. The whole duty of the department would be falling on Lewis's shoulders who would certainly not just supervise of brining regarding a cultural adjustment yet would also have to verify herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's management style as well as its incompatibility with the advertising department's function can also be seen as an OB obstacle particularly as she has been utilized to managing problems in the operations department where personnel are educated to focus on procedures as well as obtain them right. The advertising department on the other hand can be viewed as a group of individuals that are used to being supported by Krasnow who focused much more on output than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between three departments, marketing, merchandizing and also procedures specifically over the appropriation of the marketing mix can be determined as an additional OB issue. The advertising and marketing division does not share the very same vision as the other 2 divisions pertaining to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures departments do not concur over the advertising mix appropriation among one another either.

Disintegration in Marketing Department: Fragmentation in between the advertising and marketing divisions can be identified as an additional OB issue which could need additional focus. The fact that the advertising and marketing areas in the marketing department are separated is stopping both departments from gaining from each various other's experience and knowledge. Assimilation of advertising and marketing with merchandising as well as procedures would certainly become harder if the advertising division itself is broken down which can be another potential OB concern.

Accenture Human Capital Strategy Analysis

Numerous theories have been used to clarify the conditions to obtain additional quality about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that subordinates are passive as well as lazy, have little ambition and resist modification. The circumstance at Accenture Human Capital Strategy is not totally adhering to Concept X, it can be seen that new hires are finding this environment rather demanding which may eventually lead to a greater disposition of the administration towards Concept X. Even while evaluating Lewis's monitoring design, theory X may have been suitable in the procedures department to some extent but the Advertising department would certainly call for dependence on Theory Y in order to get the creativity as well as creativity from the groups.

Tuckman's Team effort Concept: As much as Lewis's problem concerning bringing consistency in between the advertising and marketing department is concerned, this would initially lead to clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. By combining the advertising as well as advertising department's work, there may be the same initial separate which can lead to the second phase of 'storming' where the groups test one an additional.

Bridges' Shift Model: Based On William Bridge's theory (appendix 4), people are rather uneasy with change, which is obvious by the situation at Accenture Human Capital Strategy The scenario can be viewed as a typical program of life if is examined based on Bridge's theory where he discusses that individuals go through 3 stages of change when they experience modification. 'Ending, losing and also Releasing', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people exist with modification, they get in phase one therefore there might be emotions like despair, unpredictability, aggravation, anger, fear, rejection and disorientation.The situation at the advertising and marketing department of Accenture Human Capital Strategy is comparable so Lewis can obtain comfy with the idea that it is not amazing actions. In the 2nd phase, there might be a demand to link the void in between the brand-new and also old culture so Lewis may need to encounter this experience when Krasnow leaves. There may be reduced spirits and also reduced performance at this phase which must not be taken as a problem. It is during this phase that Lewis will certainly need to give support to the department so that they can find a sense of direction. It can be seen how Krasnow has actually currently made this change easier by making Lewis get associated with the division a year before his real departure. As per Bridges' Version, phase three will produce openness to understanding, High energy and commitment as people will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has discusses the significance of 'security needs as being a lower level demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel secure as well as out of threat' is at the second degree of needs. Before a staff member can be made to develop emotionally, he needs to have his 'Physiological 'and also 'Safety' needs fulfilled.

SWOT Analysis for Accenture Human Capital Strategy Case Study

Implication of Analysis.

The OB analysis has actually considered different theories to comprehend just how to handle the present situation handy. The adhering to 3 choices have actually been recommended to assist Lewis handle the business challenges in the advertising and marketing division. Each of these alternatives has been suggested for easing the transition required to bring the marketing department in line with the requirements of the marketplace as well as for making the social adjustment that would certainly comply with as soon as the current leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and Manufacturing functions. Combination of Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has competence in business-to-business advertising along with agency and retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both advertising and marketing functions.

The advantage of this strategy is that it will certainly incorporate both functions while decreasing the need for hiring an additional resource for advertising. Lewis would certainly be heading the advertising department and in any type of case her replacement would certainly be needed for the current function that she is doing. The drawback of this option is that external hiring might bring about animosity from internal personnel who might be considering the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Offered the affordable stress and also premium quality job required from the advertising agency, it is suggested that Lewis must enable the production unit to be a different function from the advertising and marketing device. Given that most ad agency had these two features as separate units, it makes more sense to comply with the norm. In addition to this, both functions might have the ability to focus on their core activates more efficiently. Nevertheless, the downside of this approach would certainly be that additional costs would certainly need to be birthed for setting up separate production functions. A manufacturing head may have to be worked with which could boost expenses for the organization.

Integration of Advertising with Operations: Because Lewis is already taking care of the advertising and procedures divisions concurrently; it makes feeling to incorporate the two functions because she has been efficiently taking treatment of both ends. The reality that Lewis has to adapt her administration style for the marketing division suggests that these 2 divisions would certainly be culturally varied.


An analysis of the 3 options shows that assimilation of advertising and marketing as well as operations would certainly not be a practical relocation due to the substantial differences in between the two departments in spite of the truth that presently Lewis is dealing with both. While splitting up of the manufacturing function may have been a favorable step for the marketing department, the reality that it would certainly suggest putting a 3rd feature under Lewis's wing suggests this ought to be prevented.

Action Plan.
Lewis will take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

Judith Shapiro will be hired to take Lewis's place as SVP of advertising and marketing.

Manufacturing function will certainly remain part of marketing under advertising feature.

Lewis will separate herself from operations.

An autonomous management style with worker empowerment will be made use of in advertising department.

Open door policy and also emphasis on cross departmental communication will certainly be aimed at getting rid of discord.

Backup strategy.

If the integration does not exercise as intended, a backup strategy would adhere to which would divide the manufacturing function from the advertising and marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. Because case the production feature will most definitely be separated by putting it under an SVP production.