Human Resources Management for Corporate Entrepreneurship: Analysis of EI and CECI Datasets

This report analyzes the EI and CECI datasets to provide recommendations for enhancing the level of corporate entrepreneurial activities within Australian software manufacture. The report suggests that the HRM department should focus on enhancing the risk-taking and proactiveness capabilities of the employees, encouraging innovation and creativity, and reducing micromanagement. By implementing these recommendations, the company can achieve long-term growth and success.

HUMAN RESOURCES
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART 1............................................................................................................................................3
Interpretation of dataset present in the CECI...............................................................................4
Interpretation of dataset present in the CECI...............................................................................6
PART 2............................................................................................................................................8
Recommendation of what HRM department can do to enhance the level of corporate
entrepreneurial activities within the company.............................................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources manager is responsible for recruitment, selection and retention of
highly talented employees within the organisation so that qualitative services can be rendered to
customers in limited time frame. Australian software manufacture is the company that
manufacture and export CRM products for past five years. So the HR has asked to analysis and
interpreter the EI and CECI datasets that has been recently obtained in order to take necessary
decision-making for benefits of the organisation. This report has depicted crucial information
related to EI dataset that consist of six response I.,e of give general manager and CEO, while for
the CECI dataset anonymous employees that are in different parts are being selected. Therefore,
dataset will be used to assess the current state of corporate entrepreneurship in firm, and on the
basis of which recommendation has been provided to the Human resources department.
MAIN BODY
PART 1
Entrepreneurial intensity refers to analysis of amount of entrepreneurship, where company
argues that degree of innovation and new creative advancement based on new related measures
in company performance is significant. The findings within recent research, signifies that
entrepreneurial intensity holds huge importance for competent working vision and new
determined engagement based on extensive scale specifics. It can be also analysed that
relationships based on entrepreneurial intensity plays active role for strengthening extensive new
scale specifics. Recent findings have shed in depth light on entrepreneurial orientation, where
intensity signifies that capturing both degree and amount of working engagement based on
extensive determined parameters. By working on comprehensive analysis of EI theory, there has
been determined focus worked on for extensive new sufficient innovation with which EI theories
have practical working importance.
Company size and advancement, has straight and significant focus on entrepreneurial
intensity which on existence with entrepreneurial vehicle signifies that competent new
breakthroughs is adopted. The role of EI has been also found to be crucial based on optimum
extensive benchmarks based on optimum new development based on parameters which enhances
company long term goals formation competently. It can be also analysed that practical new
competitive engagement for company to advance up extended new entrepreneurial intensity

further plays keen role for bringing up extensive commercial growth. Also, determined aspect
connected to evolve on long term targets bring on EI for company to intensify dynamically based
on determined parameters. The recent findings have also shed light on keen working paradigms
where Australian software manufacturer, IT DownUnder Pty Ltd has scope to develop critical
functional long term growth goal worked on. Company new extended goals signifies that
company for enhancing new heights based on entrepreneurial intensity, has new platforms for
bringing extensive new advanced competitive strategic goals advanced on. Also, critical
significant aspects worked on in research establishes fundamental vision for technology
significant benchmarks to be evolved on for higher commercial working pace. Example of EI
signifies that entrepreneur, by bringing extensive new range of creativity worked on aims to
enhance up new scope based on technical working advancement leveraged on extensively (Bayl-
Smith, and et.al 2021).
Interpretation of dataset present in the CECI
The entrepreneurial intensity can be measured through undertaking key elements such s
risk taking, innovativeness and proactiveness. Such as:
Innovative = (Q1+Q2+Q5+Q9)/4
= (4.2+4.2+4.3+4.3) /4=17/4= 4.25
Risk taking= (Q3+Q6+Q7+Q12)/4
= (2.2+1.8+1.7+1.8) /4=7.5/4= 1.875
Proactiveness = (Q4+Q8+Q10+Q11)/4
= (1.0+1.5+1.7+1.0)/4= 1.3
Degree of entrepreneurship =(R+I+P)/3
= (4.25+1.875+1.3)/3= 7.425/3= 2.475
Degree of entrepreneurship = 2.475
Frequency of entrepreneurship = (4.0+4.3+1.7+1.7+1.7+0.3)/6=13.7/6= 2.28
1. The above calculation pertaining to Degree of entrepreneurship contributed in
understanding that the entrepreneur of Australian software manufacture has specialised
skill, capabilities and knowledge related to the way business is being run and operated.
Likewise, 2.475 is the degree value of entrepreneurship has been gained, among which
innovative was 4.25, risk taking capability as 1.875 and proactive 1.3. Thus, it can be

summarised that the entrepreneur has capability to find out new and new method to
delivered services to customers (Audretsch and Moog, 2020). While, it must work on
risk taking and proactiveness to grow and sustain business in external environment for
longer time frame.
2. On the other hand, from the calculation it can be easily derived information related to
Frequency of entrepreneurship that is number of times a enterprise act entrepreneurially
I,e., bring new product, process and services to satisfied the wants of the customers in
effective manner. Such as Frequency of entrepreneurship of entrepreneur of Australian
software manufacture is 2.28 which is too low. So efforts need to be made by the
entrepreneur to launching more new products and services to enjoy huge profit margin.
Likewise, it has identified that number of new product with comparison of competitors is
good while services is bad as average of products is 4.0 while services is 1.0.
3. From the different respondent gathered from CEO and manager it has been identified
that “Australian software manufacture is characterized as high rate of new
product/service introductions, compared to our competitors. As average of the response
is around 4.2, that clearly means company is highly dedicated to find out more creative
and innovative ideas to attract customers (Chowdhury, Audretsch and Belitski, 2019).
Along with it, the company also take steps to improve its method of production to stay
ahead in competition. At last, 4.3 average has been gained for question of whether the
decision taken by top management are related to growth of company so most of the
respondent agree to the same.
4. While, it has been drive from the response of the employees that the risk taking ability
of firm is low as on an average it is just 2.2. Moreover, it has characteristic of avoiding
of new product development cost and make use of existing products and services
(Bosma, Sanders and Stam, 2018). Employees has also stated that the company face
difficult in adjusting its strategy as per the time and situation and the average is around
1.7. At the same time, for the question of steady growth and stability is primary concern
on a average 1.8 is only gained which means that it is not finding different method to
grow and expand business.

5. The company while dealing with its competitors focus on "live and let live philosophy”
is agreed by 1.0 people on an average. 1.5 average has been gain for question of “top
management take decision on basis of active search for big opportunities” so it is
minimum chances. At the same time, the decision making of the company is large, bold,
despite of uncertain of the outcome is also low. At last the average of “compromising the
conflict demand of owners, government, customers and employees is 1.0 that clearly
means does not compromise the conflict demand.
6. The entrepreneur intensity can be also find out through understand to question of “ to
what degree this new products introduce include product that are being not previously
exist in the market. It has average of 1.7 and standard deviation is 1.0 that means it is
not more aware from the mean (Steininger, 2019). Thus, company introduce only limited
products in the existing market situation to attract maximum number of customers.
While, it can be stated that the services have average of around 1.7 and 0.3 standard
deviation that is low as compared to mean. Services are less improved by company so
manager needs to take steps to improve them in order to attract and retained large
number of people within the organization.
Interpretation of dataset present in the CECI
There are 20 respondent or employees that has been selected in order to understand the
internal organisational factor that flourish and encourage the corporate entrepreneurship and
give opportunity to initiate entrepreneurial behaviour. Such as:
1. The section first has contained 19 question pertaining to Management Support for
Corporate Entrepreneurship in order to understand the actual support that company
gained through employees. As per the respondent 1, Standard deviation is measure of
how dispersed data is in relation to the mean, such as the standard deviation is less
than mean so it is low (Fiore, Sansone. and Paolucci, 2019). Therefore, it can be
interpreted that the data are clustered closely around mean and are more reliable i.,e
Australian software manufacture have effective support for management of corporate
enterprise.
2. Through the section 2 of Work Discretion, the first question has been asked
pertaining to “I feel I am my own boss and do not have to double check all of my
decisions with someone else”, it has been identified that maximum number of

employees has stated that they do not feel like boss. As all the decision are being not
undertaken by them, I does not get chance of doing what I like and have less
autonomy on my job (Hitt and Duane Ireland, 2017). As the average is around 2.9,
2.8 and 2.9 respectively and the standard deviation is also not high that means in
Australian software manufacture, employees have to follow the instruction that are
provided by the superior.
3. While, it has helped in understanding that harsh, criticism and punishment are being
provided to the employees on the basis of mistake they have made, chance are
provided to learn new things, express feeling, new ideas and more. Along with that
opportunities are also provided to the employees to make best use of their existing
skills, knowledge and key capabilities.
4. From the section 3, it can be suggested that sometime the manager helps in getting
the work done through overcoming the obstacles, and something individual are being
reward for their efforts. But if the performance is extremely good then it recognised.
There are less number of challenges in my job as per the view of maximum number
of respondent (Lipset, 2018). At the same time, the manager makes some efforts to
tell the boss related to whether the work is being outstanding or not.
5. Moreover, the section 4 is related to time availability, to the question of “During the
past three months, my work load has not kept me from spending time on developing
new ideas” only 2.6 people on an average are ready. Furthermore, 2.1 people on
average has stated that they do not have enough time to do everything and manage
the work load. Many of employees of Australian software manufacture have such as
job structure that they get some time to think over the organisational problem
(Fossen and Sorgner, 2021). At the same time, me and my co-workers does not find
time for long-term problem solving.
6. The section 6 of CECI database has also helped in understanding answer related to
organisational boundaries such as there are not many written rules and procedures or
standard operating procedure that has been followed by employees, since last three
months. Along with that, many of the employees have doubt related to whatever task
that need to be completed by individuals in the firm so that company achieve the end
goals. The job description only represent limited information related to standards of

performance that are being used to evaluated. At last I does not clearly know about
what work performance is being accepted by me in terms of amount, quality and
timeline of output. But the immediate supervisor discussed my work performance
with me frequently as per the 4.2 people on an average.
7. The section 6 of the CECI database is related to Specific climate variable, in which
information has been drive related to whether climate and culture of the company.
Such as company give minimum reward to employees that calculate risk and
innovation, also minimum efforts have been lead on developing creative potential of
employees (Kuratko, 2017). Employee innovativeness is also not much considered in
Annual performance appraisals and there is more concern about the performance
rather than process. In addition to this, there are less multiple career path that can be
opted by employees for their overall growth and development.
8. While, section 6 has also helped in learning that in Australian software manufacture,
employees are being guided related to the manner in which task need to be
performed in effective manner. Company is organised in effective manner that
encouraged managers to "micromanage" employees and projects, along with that
there are too many level of management that lead confusion and conflict. The
structure is flexible but rigid chain of command limit our ability to experiment new
ideas (Claire, Lefebvre and Ronteau, 2020). Moreover, the Red tape and slow
approval cycles are problems, there is high control overall all the task that are being
completed by the employees in the firm. At last maximum number of respondent are
agree with “Lines of command clearly allocate authority and responsibility to each
business unit that helps in smooth operation of business in external environment”.
PART 2
Recommendation of what HRM department can do to enhance the level of corporate
entrepreneurial activities within the company
With specific efficacy evolving on new parameters based on determined new extensive
working goals, company has to work on towards new critical working findings based on
operative parameters. With new changes coming up, HRM has to intensify extensively towards
long term working vision rapidly based on higher
new entrepreneurial activities which specifies determined extensive larger pace. There are

various new recommendations, where company need to further build up extensive new range
growth extensively (Azhar, Sarwar and Ali, 2021).
SHORT TERM
1. The company within new short term goals has to evolve on new recruitment and working
goals for selecting best scale employees, by extending untapped goals and determining
untapped determined working specifics rapidly. It can be also analysed that leaders,
managers need to be significantly optimistic based on extended stringent pathways for
keen vision enhancement actively. There has to be also development of new training
sessions for new employees, based on long term working vision for gaining untapped
determined specifics actively. Company HR goals need to be also dynamically based on
extensive scope for developed growth, for gaining higher advanced commitment from
employees (Azhar, Sarwar. and Ali, 2021).
2. Within short term company need to enhance up extended technical pathways diversely,
based on optimistic working scenarios for larger working engagement paradigms for
technical working efficacy to be worked on actively. The short term surpasses extensive
working pace to be worked on strategically, for higher working engagement based on
larger scale technical working determined wellness The employees working analysis
signifies that they are overburdened, where this further sheds light on fact that company
need to organize creative working sessions for reduction in work load.
MEDIUM TERM
1. The company managers, leaders and specific aspects have to be worked on by bringing
new brainstorming sessions and interaction sessions for creative business growth
extensively. There has to be further new technical vision worked on for determined
growth competencies based on latest working targets based on operative rise. This further
also determines new keen extensive goals to be worked on rapidly based on extensive
higher range creative working specifics and enhanced new extended determined growth.
Australian software manufacturing company has to further develop critical working base,
based on extended new range of long term vision for growing practical extensive
commercial innovation actively based on larger keen goals. Also, company HR

management aims to develop working based on goals for gaining functional growth
vision worked on.
2. Also in medium term, company need to adhere to further extended new legal compliances
based on stringent working goals for gaining fundamental goals worked on actively. The
raised up new standards will enhance up operative vision for gaining higher workforce
engagement diversely. Also extensive working benchmarks establishment enhances
scope for company to retain workforce for longer extended time period rapidly. Thus
further also plays crucial role for delivering the best technical targets enhance up
strengthened based on larger working goals diversely (Ćosić, 2021).
LONG TERM SUGGESTION
1. It can be suggested from the above analysis, that company needs to focus on rewarding
and recognising the employees for their hard work and dedication. As they have devoted
high time and efforts so that qualitative services can be rendered to customers in limited
time frame. Such as manager needs to provide financial and non-financial reward and
recognised to enhance their overall performance and lead growth of organization in
external environment. With changing functional significant benchmarks, there has to be
developed growth working enhanced on for practical diversity. This can be also signified
to be critically also crucial for gaining working benchmarks adapted, which signifies best
scale technical innovation evolved on rapidly. There has to be further new investments
worked on by managers on significant extend training sessions for enhancing new
technical pathways. This has been also found to be optimistically crucial based on
strengthened innovation, idealistic quick ideologies worked on for technical working
vision (Ćosić, 2021).
2. Secondly, it can be suggested that AUSTRALIAN SOFTWARE MANUFACTURE
company needs to focus on introducing more new products and services to make
customers satisfied (Hsieh and Wu, 2019). In short it should take steps to do market
research to understand customers taste and preference, trends and technology to say
ahead in competition for many years. There has to be further development of new
productive working strategies, based on extended working specifics which signifies
cultural pace to be worked on. The manufacturing company need to invest among new

extended technical strategies for gaining working strengthened goodwill worked on
actively
From the above analysis of detailed recommendations, there has been in depth working
specific working optimized on for extensive new range of vision for company to intensify
extensively based on fundamental long term technical target (Walters, 2021).
CONCLUSION
From the above report it can be concluded that both the dataset that are being present in
entrepreneur intensity and climate for corporate entrepreneurship' has helped in understanding
the key areas that needs to be improve for better outcome. Furthermore, it can be stated that
entrepreneur intensity has helped in understanding the element that make successful entrepreneur
such as risk, innovation and proactiveness. While the number of time the products and services
are4being innovated hep in learning the frequency of entrepreneurship or the manner in which
individual is ready to enhance the growth of firm. At last it can be summarised that climate for
corporate entrepreneurship’ has helped in learning about what all internal factors of the
Australian software manufacture have encourage entrepreneurship.

REFERENCES
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