Nimble Storage Company sells its products and services using a global network chain approach with universal system integrators, resellers, and high-end distributors. The organization is experiencing an increase in growth and development. Thus, it should reinforce its human resources to run its operations smoothly and keep pace with the ever-changing global market trends. Its mission is to offer its customers desirable flash storage, which is effective and efficient. This paper examines Nimble Storage Company's business practices by evaluating vital success determinants for transforming it to utilizing a geocentric strategy, assessing the risks it faces by assessing various political trends, and making recommendations on how the firm can handle the dynamics in globalization.
Evaluating the Business Practice
At Nimble Storage, Paul Whitney, the firm's Human resource Vice president, outlines that the firm strategy has creativity and innovation components. In contrast, the employees are expected to exhibit a good relationship between themselves. The human resource policy is well linked to the various local markets' cultural and social aspects where the company operates. When it comes to hiring new employees, Nimble Storage management engages all its managers in the process. The firm also uses referrals as a means of acquiring the right candidates to fill the job vacancies. Such is to do away with the old recruiting methods where recruiters were more tactical thinkers than strategic analysts.
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The firm is citizen-centric, and in every operation, the human resources welfare is always to be considered. Embracing change remains crucial in the organization to keep up with the dynamics of global market trends (Gardner & Brindis, 2017). Nimble Storage exposes its employees to various styles of communication since it operates on a global scale. Improving communication skills and patterns ensures that employees are motivated to handle customers effectively, thus creating a suitable and desirable company image.
The Critical Success Aspects
Nimble Storage is built on a robust human resource department team that is well-versed with the international standards' various requirements to foster the firm to a geocentric tactic. According to Alreemy et al. (2016), an organization's success aspect is based on utilizing internal referrals as a source of hiring new staff members. By including managers in the recruiting panel, the firm can source the most suitable individuals for the vacant posts irrespective of their origin or background.
The company can embrace globalization, which compels a geocentric workforce, providing the relevant capabilities required to achieve its mission and vision statement. The aspect of diversification has assisted Nimble Storage in offering a conducive working environment with different cultures. When employees learn different beliefs, attitudes, and values, they operate in various destinations globally, which benefits the firm in maintaining its workforce. Nimble Storage has created an excellent mindset for its managers as it deploys them from their host nation to other foreign countries. Such makes them motivated and hence render the best services to its clients. Recruiting and hiring persons worldwide and placing them worldwide is considered a success aspect that keeps the organization alive. Global business strategies have helped the firm in combating political changes, diseconomies of trade, and security concerns by having a competent staff that can handle any pressure.
Political Inclinations
As Nimble Storage operates globally and enjoys success, there come various risks when operating in foreign nations. The human resource team must then stay alert of the various political inclinations that might affect its operations. For example, in the Middle East, Nimble Storage should have vivid information about the region's laws as the nation is faced with the menace of corruption. Corruption is a vice that can end up being a cost and affect the company's growth and development (Boatright & McGrath, 2020). More so in India, the rise of economic tensions and multiethnic conflicts might prove a challenge in terms of integration and doing business
Recommendations
Due to change, an organization should be well versed in its internal and external business environment. Risks mostly emanate from the external environment, such as the political, technological, social, and economic functions. In cases where corruption is rampant such as the Middle East, the human resource team should seek to review its entire code of regulations and create awareness on how to deal with corruption.
Having an insurance cover for both the firm and its employees will avert a crisis when uncertainty arises. Insurance helps to mitigate the risks that come into play when the business is faced with unforeseen hazards such as fire or natural calamities such as floods. Insurance acts as an added security feature and boosts confidence in the firm (Anselmann & Mulder, 2018). Personal accidents cover are beneficial to an employee if any harm is happening to them while going through their day to day activities.
Additionally, the firm should have an evacuation plot in case of a rise in war, ethnic clashes, or acts of terrorism in any nation. Sharing the plan with the employees will help them understand what needs to be done in worst-case scenarios. Having safe houses where they can hide in war times is an excellent plan that will save the employees' lives.
References
Alreemy, Z., Chang, V., Walters, R., & Wills, G. (2016). Critical success factors (CSFs) for information technology governance (ITG). International Journal of Information Management , 36 (6), 907-916. https://doi.org/10.1016/j.ijinfomgt.2016.05.017
Anselmann, V., & Mulder, R. H. (2018). Learning from errors in insurance companies. Journal of Management Development , 37 (2), 138-148. https://doi.org/10.1108/jmd-06-2017-0211
Boatright, R. G., & McGrath, M. B. (2020). Corruption, populism, and sloth. AMINTAPHIL: The Philosophical Foundations of Law and Justice , 47-59. https://doi.org/10.1007/978-3-030-43424-3_4
Gardner, A., & Brindis, C. (2017). Advocacy and policy change evaluation: Theory and practice . Stanford University Press.
