Strategic Management Competency Development

The assignment explores the importance of developing strategic management competency in students, highlighting the need to reconsider learning goals and knowledge requirements for a core strategy course. It discusses various aspects of strategic management, including SWOT analysis, treatment strategies for maxillofacial ballistic injuries, intellectual property (IP) strategy application, and industry-wide competitiveness assessment through fuzzy synthetic evaluation. The document also touches upon micro-level theory development within the narrative policy framework, socio-technical communication in science-based cyber education, and robust strategic route planning in logistics.

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Table of content
Introduction..............................................................................................................................3
LO1............................................................................................................................................3
P1 Analysis of the impact of the macro-environment on converse placement................3
M1 analysis of the macro-environment to determine strategic management decisions.6
LO2............................................................................................................................................7
P2 Analysis of the internal environment and capabilities................................................7
M2 evaluation of the internal environment to assess strengths and weaknesses............8
LO3..........................................................................................................................................10
P3 Porter’s Five Forces model...........................................................................................10
M3 strategies to improve competitive edge......................................................................12
LO4..........................................................................................................................................13
P4 Applying a range of theories, concepts, and models, interpret and devise strategic
planning...............................................................................................................................13
M4 strategic management plan.........................................................................................14
Conclusion...............................................................................................................................16
References...............................................................................................................................17

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Introduction
This study reveals the macro-environmental effect of Converse placement based in North
West England on the success of this company. The company is essentially a recruiting firm
for the education industry to hire employees. The global world is considered to be a
significant aspect of the business's performance. To businesses such as Converse positioning,
it is necessary to analyze certain conditions and to find reasonable plans to reach their
priorities and goals. The study shows the effect of the global climate on Converse's corporate
plans, and how such conditions will affect the organization’s judgment-making. The research
is designed to examine the organizational atmosphere and skills of staffing firm called
Converse placements, headquartered in North West England, which employs cleaning
workers and teachers across the education sector. The organization's economic position is
often measured using the Porter five-strength scale. In comparison, effective approaches are
often built to boost the industry's profitability. The study has developed the current
company's business strategy by creating a corporate management framework of clear
operational and concrete objectives. Of the specific research in the article, correct
mechanisms are used (Jeyaraj, 2018).
LO1
P1 Analysis of the impact of the macro-environment on converse placement
The founder of formal recruiting systems in the United Kingdom is Converse Placement
Systems. Over the years, they have served as global corporations ' chosen collaborators in
recruitment and led the UK corporations to grow as the regional leader in recruiting.
Converse offers a special recruiting strategy. Middle and senior corporate expertise demands
have also been the subject of concern. Over the past eight years, they have helped to develop
the careers of more than 20,000 experts in the different sectors of the sector for multinationals
as well as for major UK businesses.

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PESTLE analysis
Political factor
It can be shown that the nation's political stability is very good, as it supports eligible
applicants from outside the world for the Converse placements. The stabilization of other
countries is also important for businesses like Converse placements as it has a significant
influence on the company's development. Recruiting applicants from abroad becomes
challenging for the applicant to get a work visa because that nation is not secure. Because
Converse Placement recruits nation applicants that have high political stability and the UK
has good political stability, the company would have a significant effect on hiring qualified
professionals from other nations. This will enable the company's development and will also
allow the business to achieve a sustainable market edge (Adler, 2019).
Economic factors
The UK country's external conditions are very balanced and variables such as currency
fluctuations, unemployment, and the country's GDP are relatively high. Both considerations
benefit the business, because workers from other nations may quickly be hired by the
institution, thus improving both the development of the enterprise and the business can
provide professional and qualified personnel to the school. This will boost the nation's growth
and will also enable the company to meet its aims and goals.
Social factors
Most citizens in Great Britain tend to operate only from home, and the workers often choose
to operate mostly in the startup. These causes do not help the business as the company hires
full-time personnel, which ensures that the company will make additional attempts to hire
professional workers. This is the main factor that can affect the business-like converse
placements (Ghorabaee, 2017).
Technological factors

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Technological progress is on the increase in the UK region, which benefits the recruitment
agency's progress, such as Converse Placement. The growth in technologies would enable the
organization to attract more employees from around the globe, and now the company will
carry out video interviews that save the client a lot of time. The web forum is the perfect way
to facilitate and conduct conversations with more participants. The company, where the
applicants will apply for the role, can put a variety of commercials on those social media.
Legal factors
In the UK, the business Converse Placements ought to obey certain rules and legislation
when hiring and workers. There are numerous labor laws throughout the UK. It should be
remembered that the UK has many rules on jobs restricting the company's recruitment to
workers from other nations. Some conditions are not beneficial to the business and will
hinder the company's production. The company must analyze and obey all the legal
considerations so that the business will not encounter any legal problems.
Environmental factors
Specific environmental policy occurs in the national UK because the residents are welcoming
about the atmosphere, which is a really good indication of the business as it primarily
operates on an internet site. After all, it guides the procurement cycle through the paperwork.
Users around the globe will be seen researching on their phones and tablets, saving energy
while yet wasting gasoline when traveling to the agency. These considerations are essential to
the business and may also inspire its workers to encourage sustainability in the sector
(Ulubeyli, 2017).
M1 analysis of the macro-environment to determine strategic management decisions
Macro-environmental considerations have a significant effect on executives and business
leaders ' decision-making. An analysis of these variables can be seen where the management
of the organization follows different company plans according to the conditions so that the

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firm can meet its objectives and priorities and can also extend its market at the global level.
The organization will make improvements to its activities by aspects, such as global stability
and the way of life, and the management should make more successful decisions to exploit
the incentives created by such variables so that the business will attract competitive
advantages in the market.
The growth of the company was affected by social factors such as the present people's
lifestyle and the movement towards new developments in the world. It is obvious that, with
the development in automation, many part-time and self-employed workers still want a day
from their families, rendering it impossible for a business to operate and find fresh personnel
for the education field. Which has a major impact on the decision-making processes of the
corporation as its future executives, and would allow the organization to recruit more talent
and that more workers will compete for employment and the business is willing to provide
qualified staff in the education sector (Sobhanallahi, 2016).
Technological progress gives the organization’s potential to extend its market globally and
the organization will also establish separate recruiting firms and hire people from multiple
areas of the education industry. Such aspects influence the decision-of companies, and
business leaders may make efficient decisions to improve the company's efficiency.
SWOT analysis
Strength
 It has links to an extensive network of candidates in the sector. Converse placement
now has in the network thousands of job-seekers for different industries.
 It could save cash. The average costs for adding new staff was $58,000, according to
the UK Department of Employment & Statistics. That involves monitoring hires,
administrators and workers' work backfill.
Weaknesses

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 Curricula and pre-screen applications have to be tested. Any training is required as
well, but only applicants who believe they have the credentials to take the position
can submit the discussion form.
 There is no internal recruitment department for the business. This can hardly even be
flexible for some.
Opportunities
 Have the potential to quickly extend and constrict the workplace with contract staff.
The organization will hire applicants that may not normally be available through an
internal recruiter.
Threats
 The company is willing to supply the latest applicant funnel via external sources. This
means that the company has the applicants to occupy the vacant positions.
LO2
P2 Analysis of the internal environment and capabilities
Strategic capabilities and its key components
Converse placements strategic capabilities are as follows:
Use of pipe approach
A constant supply of pipeline has been generated in the reverse selection, also known as
candidate pipeline. As a consequence, an ongoing talent pool is built and a strategy that
includes positioning, preparation, alignment, and ongoing procurement is employed (Chui,
2017).
Well defined strategy
The organization specifically identifies and expresses the brand identity to its staff and
successfully hires its workers for effective recruiting.
Employment branding

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It built an outstanding workspace with its exterior picture. The organization encourages
listening, interpreting and viewing the conditions that make the company job exciting. This
improves the long term amount and consistency of candidates.
Candidate centric approach
Converse placement relies on clients ' requirements and balance applicants ' expertise and
backgrounds to have better recruiting in the education field.
Global recruitment
Converse placements will hire individuals globally, enabling them to attract qualified
applicants from all around the globe.
Technology
In other facets of the procurement cycle, the company depends on the Internet and
technologies. This enhances your training, lowers costs and increases your recruiting level
(Vlados, 2019).
Stakeholder analysis
Candidates
Unemployment has been small all the while, from 11% in the 1980s to 4%. This is clearly a
battle on quality in the recruiting sector. Many positions than resources are available. This
ensures that applicants are able to decide where they want to work and the first perception of
a potential employer from the recruiting process.
Hiring manager
Hiring managers are not always only the individual that the new employee reports directly,
but can also be active in the hiring process from an interview or approvals viewpoint.
Employee administrators have to do day work to hire new staff. Whether they do it for
themselves or work with a recruiting team at home, their whole recruiting process must be
short, clear and effective.

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Recruitment team
The recruiting team often has many positions, numerous applicants and several recruiting
managers to perform. Your research can be built into a complex web of positions, marketing,
interviews, and correspondence. The recruiter is often the "glue" that supports the entire
process and interacts with all the others who may not engage directly.
M2 evaluation of the internal environment to assess strengths and weaknesses
Mckinsey model
The paradigm separates seven separate parts of the business into soft and hard zones.
Strategy, layout, and structures are hard components and soft components are appearance,
staff, expertise and common principles the information on the Converse placement
components are as follows:
Strategy
The agency specifically identifies and delivers the brand messaging to the employees,
including the company's vision, purpose, and priorities, so that workers can fulfill standards.
The agency employs techniques such as pathways, job naming, sourcing and a candidate-
centered recruiting strategy (Link, 2018).
Structure
This reveals how the business and its divisions are segregated. Converse placements involve
teams of administrators, and specific team members or administrators oversee their jobs.
Objectives for hiring a large number of workers every quarter are issued to each employee.
Managers have the responsibility of ensuring that all workers meet the goals.
System
This covers the organization's policies and processes and the supervision of the business's
everyday operations and decision-making throughout the sector. Converse placement relies
on hiring the correct company applicants. Recruitment choices are focused on evidence and

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information and enable the company, and its customers, to hire quality candidates. The
business employs a candidate-centric strategy to align workers ' expertise and know-how with
consumer demands (Mohanty, 2018).
Skill
The workers of the firm are experienced in contact and branding. It allows connecting more
with applicants and creates the public identity for workers. The staffs are often excellent at
interviewing, meaning that poor candidates will be stopped.
Staff
The organization’s employees comprise managers and administrators of human resources.
The managers are expected to measure worker efficiency with quarterly goals for hires and
managers. Employees who perform exceptional jobs rather than their daily targets may often
earn cash rewards.
Style
In converse placement, an autocratic leadership style is practiced. Its organizational approach
gives consistent guidelines and directions to corporate staff on the selection of applicants.
Shared value
The Converse workers practice transparent contact, function together for principles and
provide shared trust (Tiwari, 2017).
Resource-based view strategy using VRIN framework
All skills, equipment, operational structures, business profiles, experience, and expertise are
part of the organization's tools. All the resources, though, may not be important, but certain
assets can generate profit for the enterprise and provide the company with a competitive
advantage. To achieve a strategic advantage, four qualities must be found within the company
tools. The features of the VRIN are these four qualities. The VRIN structure for Converse
placement capital is as follows:

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Valuable
These are the techniques that generate value for the enterprise including an approach to
infrastructure and the usage of data to support recruiting decisions. Those allow Converse
placement projects to boost their productivity and performance.
Rare
This protects services not accessible and uncommon for the competitors. The company's
unique advantages are fast decision-making and skill shortages (Knox, 2018).
Imitable
These tools are not unique and many organizations will readily emulate them. This involves
the development and implementation of an applicant-centric strategy.
Nonsubstitutable
Some commodities have no alternative. Such tools include work identification and workplace
training.
LO3
P3 Porter’s Five Forces model
The development of every company in this global environment is built to maintain rentability
and obtain an advantage over certain industries. For production, advanced technology or poor
output a company may need income from its production. We have to look at the five-strength
porter study and reap the benefits of the findings of the recruiting business to expand and
evolve (Csaszar, 2018).
Threats of new entrants
In this market, the danger of new competitors is strong. There is a very significant possible
rivalry in this field for the future because hiring and recruiting is a basic need for any
company and this sector should continue to expand much further in the future. Many new
competitors in this sector would start placing strain on the activity of existing businesses and

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pushing them to operate efficiently. This high price business is less competitive yet adds
more suppliers to the market because the production costs for the product are very small. That
explains why the business expanded by close to 10% in the last year.
Threats of substitutes
It's very low since physical capital or human energy is no replacement for machines and
modern technologies that is a forward-looking phenomenon. In this recruiting sector, this
hazard is very small. If the danger of alternatives in business is high, productivity may suffer.
In this market, there is no danger from substitutes though that competition is extremely strong
(Alexy, 2018).
Bargaining power of buyers
The customer's bargaining influence in this organization is low to strong as everybody has
agreements with the worker to have compensation. If the pay of workers isn't met, the cut for
hiring is very small, as the company's income falls from the cut received from those hired by
the firm's help. This improves the negotiation ability of consumers who want minimum pay
or low-cost employment. The reduced salary pay reduces the company's income (Grant,
2017).
Bargaining power of suppliers
Suppliers are strong in control because they determine in this sector the conditions of jobs of
workers and establish the positions and features of those who operate. Because manufacturers
have more bargaining strength, they regulate the demand and continue to influence the
business. The recruiting business is increasing even faster due to the standard of service and
the need for employers, given the latest global developments in the lower economies and
market instability. Throughout this company, the supplier plays an important role
(Kirkpatrick, 2018).

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Competitive business conditions for the recruiting sector contribute to very substantial
pricing cuts and hence a decrease in the company's earnings. This has created heavy rivalry in
the sector, so it cannot be taken as a given even for business opportunities. Such influence is
exercised by other big corporations, and the strategy triggers small and emerging
organizations' damages.
Competitive rivalry
The market in this sector is in premature competition and there are small to medium rivalries
within the sector because many offer enticing deals for a greater number of buyers while at
the same time earning less money. The UK provides numerous recruiting options through
multiple entities, providing a dynamic environment for large businesses. The rules and
regulations for forming a new corporation for these reasons are very general, providing a
wide opportunity to incorporate other businesses for this business. Across Britain too,
departure challenges and hurdles to operate are far smaller, which is why more businesses are
taken control. Business demand and a global recession are still weak, causing intense market
rivalry (Beňová, 2017).
Ansoff matrix
Its model is designed to help companies develop strategies for product and business
development. This approach is a competitive measure. The extension system for the drug
industry is often named. It is a very useful tool to find growth opportunities in market
research. It includes how the company will assess its output against current demand and
potential products. The easiest thing is that the company provides different approaches to
escalate.
Market penetration

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The company uses the goods in an existing market plan for market penetration. In other
terms, with strategic market penetration, a corporation aims to increase its share of the
market.
As existing programs are less expensive, so converse placement plays a key position in the
promotion of penetration. The recruitment strategy of converse placement meets the
expectations of various candidates and it also includes a strategy for promotion.
Product development
The firm develops a new strategy and way of recruiting people in the existing market. It
includes the expansion of recruitment places. The converse place also invested in research
and development of new ways and opportunities or of new skilled participants.
Market development
The company aims to expand its business into new geographies, regions, segments, etc. The
company guaranteed placement of skilled participants in various nations which are
considered as a strategy. It also aims to establish a new field for recruiting different fields of
candidates.
Diversification
Diversification includes innovative ways and process of placement and global business.
Balance scorecard analysis
Kaplan and Norton produced a balanced scorecard analysis. It is a performance–measurement
methodology which uses all aspects of an organization’s activities using financial and non-
financial metrics. The performance measures used in the integrated scorecard method are
often taken in four forms.
Financial perspective: The financial analysis covers goals and steps to maximize profit for
businesses such as converse positioning that represent the most effective initiatives.

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Financial performance metrics show whether a change in shareholder value in the overall
positioning plan and its execution.
Customer perspective: A consumer viewpoint reveals that it seeks to differentiate between
conversely positioning and rivals in order to attract, maintain, and enhance interaction with
applicants. This viewpoint represents the essence of the strategy; it includes specific targets
and objectives for the strategy's plan on consumer satisfaction.
Internal process perspective: The viewpoint on the internal process describes critical
business structures, client service, and creativity, administrative and social mechanisms in
order to reach their clients, revenue growth and productivity targets.
Learning and growth perspective: A learning and development outlook points forth the
company's goals that generate long-term sustainable progress and change for people,
processes and organizational alignment. The aims of this viewpoint emphasize the potential
and the expertise of employees, infrastructure and converse placement's coordination.
M3 strategies to improve competitive edge
The primary emphasis of converse placements will be on enhancing and sharpening the
mechanism in the service of the business to solve this situation produced by big businesses.
After the slow-down of the world economy, new competitors appear in this sector, as it is
easy to enter and the design of this company has little expense. The businesses that have now
been founded in this sector do not worry about developments in this market so the emerging
organizations need to be cautious as they will decide their institution's future. Many online
networks are already established today where employees and employers can communicate

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directly which decreases our industry's competitiveness and the advisory services provided by
other businesses. In the offline site, quality control and distribution are often incomparable to
the online environment. The web portal did not provide employees with security, which is
essential in our situation. Within this industry, only the consistency and reliability our
organization provides will change the game (Grant, 2018).
D1 critique and interpret information and data applying environmental and
competitive analysis to produce a set of valid strategic directions, objectives and tactical
actions
In the macro-environmental research model, the converse placement market competitiveness
environment was analyzed in an organized way. This model helps a planner to understand
and recognize challenges and opportunities relevant to external conditions that influence the
strategic position of a recruitment firm. This process will also be used for the prediction and
decision-making of the competitors. However, the previous activity will not necessarily
contribute to the same conclusion, so a recruiting firm will periodically evaluate the macro-
environment so equate the outcomes with rival trends. However, macro-environmental
research is complicated and nuanced and is most significantly susceptible to human
understanding and skills. One way to expose a competitive composition of an organization is
the strategic community mapping. It can be used to describe the difference in results between
companies adopting different strategies. Once you set the correct measurements for analytics,
this model is the first question. We have used reported public data in this report. For instance,
for better research, we need more details on expectations for products, demands or mixed
percentages, staff numbers, product characteristics, and distribution channel characteristics.

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LO4
P4 Applying a range of theories, concepts, and models, interpret and devise strategic
planning
The porter suggests that the company is willing to follow four conventional organizational
approaches that aim to achieve a strategic edge. The following are the four strategies:
Cost leadership
The Converse placement would strive to become the least expensive supplier for the sector by
following this approach. The approach focuses primarily on raising the firm's expenses.
Recruitment firms can reduce expenses by leveraging reducing large potential human capital.
It will also use good contact to discuss the pay rate with the applicants and thereby obtain
additional rewards from the consumers. Furthermore, the company should utilize software
and digital technologies to enhance the recruiting method such that more applicants can be
hired and enhanced business identity can be created (Jha, 2018).
Cost focus
This technique is close to cost control. The main distinction is that there is just one small
segment. Thus, this strategy will hire only applicants from a particular UK region. This helps
Converse investors to conserve their time and cash and use them as the key competitor in the
niche market. In the immediate term, this allows the organization to maintain its place in the
industry and stay profitable. Moving to a specific market and being a small-cost candidate
would give the company a chance to thrive.
Differentiation focus
The corporation should use this approach to concentrate on supplying the business with more
personal than its rivals. It can require some time and money for the corporation to select
suitable applicants, but expenses can be offset by supplying the customer's organization with

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effective, knowledgeable and professional staff. For this reason, consumers are concerned
with the desires and expectations of workers.
Differentiation leadership
The company's goal is to broaden the market and the organization seeks to gain a competitive
edge by competition in the entire recruiting sector across the UK. Throughout this policy, the
consumer company shall be liable for premium recruiting expenses. The premium costs
permit the organization to pay higher recruiting expenses and provide clients with a
compelling incentive to prefix their candidates to other business rivals. That will be achieved
by supplying candidates with strong experience and skills in their topics (Liew, 2018).
Diversification strategy
The Converse placement will follow this strategy to grow their profits. The corporation will
reach a new market and provide innovative programs through this approach, for example, in
the Converse acquisitions; hiring coaches who can have instruction in the organizations may
come into the field. It helps the company to grow its client base and gain additional profits,
which eventually offers them a competitive edge (Richter, 2018).
M4 strategic management plan
The Strategic Action plan is a document used to communicate goals, to establish targets, to
organize capital, to direct effort and to work on shared goals for staff and other stakeholders.
The conceptual goals and strategies for the software development strategy discussion are as
follows:
Strategic objectives
● To support organizations fulfill their human capital needs.
● To enable the market to recognize skills requirements, technology needs, and
operational ability deficiencies.

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● Ensure that the best workers are hired and that they have important roles in meeting
the company objectives.
● To recognize and render accessible to the organization, who need the best people for
different positions, expertise in the educational industries.
● Put the best applicants for business effectively.
● To meet with unique work criteria for people's abilities, expertise, abilities, and
creativity.
Tactical strategies
Review the recruiting streams:
Decide where the expertise comes from and reviews the channels by which the best-
performing workers are recruited.
Growing applicant expertise to 5 stars:
This can be achieved by rising the period between the original position review and the
distribution of the calling note. Applicants are often viewed with honesty and fairness.
Reduce by 10% the decline of qualified candidates:
The number of qualified applicants entering the selection cycle is decreased by 10%. This can
be done by improved contact and knowledge with the applicants so that they can grasp the
procedure and get to know the method (Knapton, 2019).

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Conclusion
The study above indicates that the company requires a variety of strategic strengths, for
example, a well-defined policy, the usage of the funnel methodology, role management,
global sourcing, acquisition, implementation of the candidate-centric method and
technologies. According to the McKinsey model, the organization requires skilled workers
with leadership experience and executives are driven to select professional personnel for their
customers. Autocratic leadership models are practiced and individuals are respected and
support each other's job. The Porter Five Force analyzes note that the challenge to new
competitors, customers ' bargaining power, supplier negotiating power is strong, while rivalry
and the danger to competing goods in the UK's hiring industry is weak. In its growth, the
organization may use techniques such as cost control, market efficiency, differentiation
emphasis, and differentiation leadership. This follows from the above study that macro-
environmental factors play a significant role in the organization's development. The business
these considerations must be closely analyzed by an agency such as Converse Placement for
the business to follow effective approaches and make significant improvements to meet its
goals and priorities. These considerations have a major effect on the company's judgment-
making, so after analysis of these variables, the corporation must make a choice such that the
business can take effective decisions that will help it achieve a competitive advantage in the
industry.

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