Reviving Thrive Consultancy: A Business Analytics Report

This report analyzes the reasons behind the decline of Thrive Consultancy and suggests recommendations to revive the company. The report includes a literature review, transcript, methods, results, and conclusion.

Running head: BUSINESS ANALYTICS
BUSINESS ANALYTICS
Name of the Student
Name of the University
Author note:

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Executive Summary
One of the most successful Human Resource Consultancy companies in the area which
established the practice of establishing consultancy in the field of Human Resource in the market
is Thrive Consultancy. However lately it has been seen that the company has lost its place and
has become obsolete in competition with other successful, for which the company is aiming to
take various measures and the CEO is planning a strict plan of action. The plan of action has
been questioned by many of the employees because of its strict nature. This paper aims to
understand the various reasons why Thrive Consultancy is facing problem in spite of its
successful past and then probable recommendations are suggested for the company to reclaim its
place as a giant in the field of Human Resource Consultancy.

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Table of Contents
Introduction......................................................................................................................................3
Literature Review............................................................................................................................4
Table of Transcript..........................................................................................................................5
Methods and Results........................................................................................................................7
Recommendations and Conclusion..................................................................................................8
Reference and Bibliography:.........................................................................................................10

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Introduction
Thrive Consultancy that offers administrations of Human Resource Consulting, Strategic
Planning and Advertising Marketing has presently more than about 50 staff individuals. The
organization helps different other organizations on human asset practices and offer key arranging
workshops in adjusting present day innovation, showcase and so forth. Having said that, there
has been an issue in activity of the business. There has been a reliable decrease in staff
nonattendances because of low enthusiasm and spirit. Chief Executive Officer chose to execute
strict arrangement of having everybody at work from 9 to 5 on weekdays, ending telecommuting
and having adaptable hours. He trusts the new plans will bring greater efficiency and coordinated
effort between staff individuals.
Firm Situation
Chief Executive Officer chose to execute strict arrangement of having everybody at work
from 9 to 5 on weekdays, ending telecommuting and having adaptable hours.
Probable Symptoms
Executing strict working calendar would propel specialists to come to office routinely. It
will likewise build their working confidence and increment work profitability.
Likely Problems
Executing strict working calendar would propel specialists to come to office routinely. It
will likewise build their working confidence and increment work profitability.

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Literature Review
As per Lewis (2015), Qualitative research implies choosing a fitting technique for a given
inquiry, issue and applying that strategy in an intelligible, reasonable and thorough way. In
straightforward words, Qualitative research investigates the issue and inquiries by
comprehension the underlined actualities and brings answers or arrangements that could answer
all questions. Qualitative Research contains profound data, discoveries and understandings
before closing to an answer or arrangement. Issues specifically field must be understood if
arrangements are taken with research In this report, journalist utilizes staff top to bottom
meetings as primary hotspots for the data and research. In-Depth meet is a qualitative research
system that included leading concentrated individual meetings with few respondents to
investigate their points of view on a specific thought, circumstance or program (Silverman
2016). This research method helps in taking care of the business issue winning in Thrive
Consultancy by comprehension the underlined issue, inside and out actualities with research. It
comprehends target actualities. On the off chance that we arrive at end by understanding surficial
thought and not having profound research, that arrangement won't keep going long. For long
haul and perpetual answer for the issue, it must be considered, broke down and saw legitimately.
According to Caudill (2015) establishing a sound environment of business with
incredible spirit and spurred representatives is a long risky task, and is neded to be installed
inside the texture of an organizations regular operation. Profoundly energetic and drew in work
force are an enormous advantage for any company. Developing persuaded workers prompts
more fulfilled clients and bigger transactions; this thusly prompts more prominent representative
motivation and makes a high-minded group. Chandler et al. (2014) states Profoundly energetic
employees are probably going to be locked in representatives, willing to run the additional mile

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with clients, and to remunerate their administrators with unwaveringness, elevated levels of
efficiency, and more major innovation. The execution that businesses search for in people lays
on capacity, motivation, and the help individuals to get; in any case, motivation is the frequent
missing variable. Motivation is the longing inside a man making that individual demonstration
(Delmas and Pekovic 2016). Individuals as a rule represent one reason, to achieve a motive.
Along these lines, motivation is an objective coordinated drive, and it only here and there
happens in a void. The words require, need, want, and drive are for the most part like thought
process, from which the word motivation is determined. Analyzing motivation is vital since,
response to pay, execution, and other matters concerning HR are with motivation identified.
Table of Transcript
Id of
Employee
Status of
Job
Ratings Transcript
Employe
e 1
HR Department Satisfaction of Job (Poor=1, Less than
Average=3, Average=3,Above
Average=4, Excellent=5)
“I have been working in this place for
many years now and I do not find any
great difficulty as such.”
“There is a problem with the way the
supervisor aims to lead the other people ”
Job Stress (Low=1, Moderate=2, High=3) “I had a habit of some times being late
because of various personal problems that
I faced.”
“…However I think I can try to be on
time”
Employe HR Consulting Satisfaction of Job (Poor=1, Less than “I do not see any problem in this company

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e 2 Average=2, Average=3,Above
Average=4, Excellent=5)
and I love what I do. I do not see any
reason of leaving the company right away”
“There is no problem with the attitude of
the supervisor but the leadership qualities
she is having needs to be improved.”
Job Stress (Low=1, Moderate=2, High=3) “However I think forcing strict regulations
in this case would cause great problem in
many of the employees who will find it
difficult to maintain the strict standards.”
“The transportation cost may increase
because people may have to come early
spending more.”
Employe
e 3
HR Department Satisfaction of Job (Poor=1, Less than
Average=2, Average=3,Above
Average=4, Excellent=5)
“I really love my workplace and people
who are here working with me.”
“The supervisor strongly lacks leadership
qualities because she does not listen to
people. ”
Job Stress (Low=1, Moderate=2, High=3) “Other than the supervisors other
employees are really good and
cooperative.”
“My problem is with the strictness of
rules, people cannot work with a free mind
anymore.”

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Methods and Results
Qualitative analysis is the analysis of the data which is mainly qualitative and may
consist of interview questions which are open ended and people express their views about a
particular issue in this type of interviews (Taylor, Bogdan and DeVault 2015). The research data
can be quantitative or qualitative. Quantitative data is formed of the questionnaires which is
formed of numerical data on the other hand qualitative is the data which is based on opinions and
information which are non numerical in nature.
The researchers engaged in interviews of selected candidates who expressed their opinion
about the Thrive Consultancy. The interview sampling was done by selecting equal number of
men and women who are working in the company. The age bracket was kept mixed that is
people from all ages participated in the program (Bryman 2016).
Various close ended and open ended questions were asked to the sample group to
understand their opinion about the company and whether the company is having enough
potential to come back in the business or not.
It was seen the larger part of the sample population agreed that the company had
immense potential of increasing its business and growing, however because of lack of proper
innovation and transforming with time the company could not keep up with the increasing
competition. In reply of the close ended question that whether the respondents think that the
company has the potential to come back into business or not, 70% of the population agreed with
the same. However when asked whether the respondents believe that the present business tactics
followed by Thrive Consultancy is enough to bring back the company into business, most of

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them disagreed and stated that more needs to be done in this regards. 60% of the respondents
reacted by saying that the present business strategy of the company is not enough in order to
reinstate the past. The company needs better innovation was the response of about 90% of the
respondents.
The open ended questions are aimed at knowing the opinion of employees about the
present status of the company and its various endeavors of staying in business. The people must
have the perception that the company is up-to-date with the latest business practices and
workplace culture in the market not lagging behind in comparison with other companies. The
company has a lot of work to do in order to bring itself back to the business.
Recommendations and Conclusion
Analyzing the latest trends in the gadget market and the responses given by the people
who are interviewed the following recommendations can be drawn. The present HR industry is
drawn by ethical workplace culture, in that market Thrive Consultancy lost its place to the newly
entered brands and the already established companies who are working in the same industry. The
philosophy of the company has been to introduce better Human Resource practices, howeverthe
company is now not performing as per the standards of the market for which the CEO had to take
such steps. Therefore there is an urgent need for refurbishing the brand along with the
presentation of the brand, the taglines, and the way it is presented in the mass media. The
perception of the people about the brand must change so that the brand may get back into
competition.
Another recommendation that may be given in this regard to the company is change in
leadership. The brand is in dire need of a complete leadership change so that the company’s

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approach may also change along with that. The company has to also change the inner culture of
the workplace so that employees are very much motivated about the work they are doing. This
will automatically translate into the productivity of the business and ultimately a very successful
company can be established. Thrive Consultancy must rethink on the business practice it uses in
order to be in the business.
It can be concluded that the company has been one of the pioneers in the field of Human
Resource Consultancy and it had its monopoly in the business at a point of time. However with
changing business environment and rising competition the company has lost its way and now
needs to rediscover itself in the new era of work practice. May be with the new actions that are
taken innovations in business that the company is offering lately the company may again come
back to business and establish itself as a market leader.

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Reference and Bibliography:
Beatty, S.E., Ogilvie, J., Northington, W.M., Harrison, M.P., Holloway, B.B. and Wang, S.,
2016. Frontline service employee compliance with customer special requests. Journal of Service
Research, 19(2), pp.158-173.
Bryman, A., 2016. Social research methods. Oxford university press.
Caudill, J.G., 2015. Employee Motivations for Workplace Learning and the Role of Elearning in
the Workplace. Internet Learning, 4(2), p.4.
Chandler, M., Greguras, G.J., Diefendorff, J.M., Gabriel, A. and Moran, C.M., 2014. Combining
intrinsic and extrinsic motivations to predict employee vitality and psychological need
satisfaction.
Delmas, M.A. and Pekovic, S., 2016. Corporate sustainable innovation and employee
behavior. Journal of Business Ethics, pp.1-18.
Lewis, S., 2015. Qualitative inquiry and research design: Choosing among five
approaches. Health promotion practice, 16(4), pp.473-475.
Manuti, A., Pastore, S., Scardigno, A.F., Giancaspro, M.L. and Morciano, D., 2015. Formal and
informal learning in the workplace: a research review. International journal of training and
development, 19(1), pp.1-17.
Noe, R.A., Clarke, A.D. and Klein, H.J., 2014. Learning in the twenty-first-century
workplace. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), pp.245-275.
Silverman, D. ed., 2016. Qualitative research. Sage.

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Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A
guidebook and resource. John Wiley & Sons.