Video Business Case Report: Inbound Marketing Agency Analysis

This report provides an analysis of the Inbound Marketing Agency, focusing on the business challenges presented in a video case study. The executive summary highlights the agency's issues, primarily stemming from poor hiring practices, which led to decreased profitability and productivity. The report delves into the causes, including a mismatch between employee skills and the agency's needs, as well as team coordination problems. It explores alternative solutions such as refining the hiring strategy, improving team capacity, and enhancing project management. The decision criteria for selecting solutions prioritize employee morale, team management capacity, and cost-effectiveness. The recommended solutions include rethinking the hiring strategy, establishing clear project scopes, and improving client management. The implementation involves refining job descriptions and developing staff capacity. The report emphasizes the financial implications of these solutions and their potential impact on the agency's profitability and operational efficiency. Ethical considerations are also addressed, with a focus on fair hiring practices and client relations. The references cited support the analysis and recommendations presented in the report.

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Executive summary
The main purpose of the report is to examine a business organization name called as an
Inbound Marketing Agency. This explores the organization's business issues and causes.
Collection of data was done by an exploration of peer-reviewed journals, scholarly books
through provided video. The research result has shown that the organization hired some
employees poorly that later led to issues within the nation. After one month two employees
were hired, the organization's profits and sales started to decrease. Researches have presented
that it was key to ensure that before hiring employees, there is a need to use adequate
measurement to select the best candidates for many positions. The productivity of the general
business went down and the organization started to deliver the requirements of the project
late because of the poor coordination of the team.

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Table of Contents
Executive summary...............................................................................................................................1
Issue......................................................................................................................................................3
Causes...................................................................................................................................................3
Alternatives...........................................................................................................................................4
Decision criteria....................................................................................................................................5
Recommended solutions........................................................................................................................6
Implementation & implications.............................................................................................................6
Ethical issue recognition........................................................................................................................7
References.............................................................................................................................................8

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The recommendation of the report is to ensure that the organization avoids the last mistakes
that lead to low profitability, many things can be implemented. The agency of Inbound
marketing requires rethinking about the hiring strategy as it was the main cause of an
organization's leading issues. Secondly, this can generate the capacities of a team to ensure
that the workforce easily communicates risks of the project's ineffective time and enable them
to solve issues in the best interest of the organization. This also ensures that the organization
maintains a competitive edge in place of other players of the market by invest in expertise.
This is the main key to ensure that the strength of the organization decides to focus on more
important for customers, and diverse from its business rivals. Innovation adds an advantage
that is an effective way to attract and maintain a customer’s base. Organizations can enhance
their profit through lowering operational costs, establish a good relationship with the client,
and recruit the best individual to handle the relevant departments like project and marketing
management.
Issue
Inbound marketing agency (IMA) managing director Mr Adam Rowles lists out the issues
that the organization encountered. Sales of the organization were increasing steadily, the
organization decided to add more recruits to the organization as per the part of the team
members. The organization was looking for two individuals. One is the marketing department
head and another one for the management of the account. Many of the things started to
change after the organization's profitability starting plunging in the first month as it had
recruited new staff. The productivity of the organization has become quite sloppy, in line
with the organization project management; the department of marketing was lagging to
deliver the requirement of the project. This was led to pilling up the pressure towards the
project team by reducing work quality. The organization resolved to establish geared of
solutions to get profit skyrocketing again, increasing the team productivity, and filling the
marketing department gaps. When an organization had new clients, this would take a large
time for them to service than existing clients. There were a lot of gaps that needed urgent
fixing.
Causes
The Inbound Marketing Agency has started to face the issue of its profitability and
productivity after hiring new members of the team. Mr Rowles refers that these employees
did not match the required set of skills. This is very interesting to know about the role of the

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human resource department. New personnel recruitment has to be in line with the present
needs of an organization. In the case of Inbound Marketing Agency by a selection of
candidates ought to have been done before starting any new staff on board unless of course,
they lacked that expertise. These two recruits did not match the present requirements of the
organization and not heading in the correct direction. When a new client was brought, the
budgeted time would be expressively higher and the organization was not in a position to
service that as intended by them.
Capabilities in the group were another underlying issue for the problems of an organization.
The group was composed of social media, content writers, and specialists of search engines
that were all not delivering according to the organization plan. The organization was lacking
extensive expertise in social media and skills to market its content. The capacity of the group
was average as many overhauls were needed to provide the organization with a competitive
advantage against the same players of the market (Noe, et al., 2017). The new staffs were
hired that brought the organization productivity and the team in general towards average
success. The main challenge was clients over-servicing and it seems that the organization was
not handling the situation effectively. This challenge can be solved through establish an
agreement of service level with clients and making surety about all work that carried on its
behalf (Noe, et al., 2017). To measure the completed job the organization takes a hard look in
the model of business to determine challenges that causing over-servicing, poor use of time,
financial, and human resources.
Alternatives
To address the challenges Inbound Marketing Agency was facing, alternatives that could
have worked in organization favour. Mr Rowles founded that organization sloppiness
productivity started when the organization hired an individual that not match the required
skills and criteria. This implies that organizations not hired correct employees for the two
required perspectives; profits would still be soaring at a high level. (Stewart, Greg &
Kenneth, 2019) refer that the recruiting procedure, selecting, and inducting employees should
be extended to provide the surety that the right capabilities and skills can be identified before
bringing them on a role. There is a requirement of a board of experts to assess the knowledge
and experience of employees form its formers positions and track record.
To address the issue of the team that produces less impressive results, the organization
required to ensure that constant reporting of its staff to senior management in project threat

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especially in the department of marketing (Stewart, Greg & Kenneth, 2019). Capacity
management needed to enhance and determine the organization's ability to meet the rigors of
projected and existing work by capitalizing higher asset to the resource pool. The best
practices for capacity management would help the organization consist; firstly, gaining the
visibility of resource to ensure the right amount of resources that is allocated towards the
right project actions. This will provide the organization with a comprehensive perspective of
the statuses of resource availability (Bjorvatn, Torbjørn, & Andreas, 2018). At the second
place, insight derivation from the last report of projects that helps the organization to run the
current project easily. Accurate reports reflect updates and enable an organization to transfer
the knowledge in real-time through the use of tangible statistics in place of achievable results.
Tasks prioritization by regular planning is also an alternative this step would have prevented
a constrained view and reinforce objectivity by testing the obligations of resources in
advance.
Decision criteria
The department of hiring should check the level of morale of individuals and capability to use
common sense to handle the critical issues of the project, the skills of employees should be
aligned by the requirements or organization gaps and must have a superb track record from
last positions. The best employee hiring in an organization starts with a costa and willingness
of the organization to hire the best employee that is based on the organization’s financial
position. In the line of problems, the organization had its productivity started by decreasing
tremendously when these two employees were hired, as they were not the best for the
organization. This cost played a very high to attract the best-suited employee for any position.
Another alternative is to highlight the productivity level of the team of the project to ensure
that the organization generates profits that are projected. The criteria of the decision for the
alternative are to boost the morale of the team. This is understood that the lack of moral plays
a big role in advancing the employee's productivity and organizational growth in general. It is
noted by the Bjorvatn, Torbjørn, and Andreas (2018) that it can be measured through
assessing often that group is communicating the progress of the project and very fast identify
the threats and respond to them and commitment to the team. Increasing the team
management capacity is also another main alternative that was chosen because determines the
organization's capability to develop and grow by using a resource pool. The criteria of
decision are based on reducing the costs, increasing sales, increasing return on investment,
and enhancing the satisfaction level of customers. This is essential to choose this since Mr

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Rowles identified that the organization had consistently issue of capacity effectively in
management.
Recommended solutions
The main problem Inbound Marketing Agency had identified by Mr Rowles is that they hired
wrong people for the main organization positions like financing and marketing management.
Wrong people hiring is the hardest hitting problem encountered by many organizations.
There is effective work to be done to get referrals by checking background, many
interviewing after a couple of months become the worst employees for that job positions. For
assessing the options of addressing the issues and checking through the criteria of decision,
the best solution for the organization is to rethink the strategy of hiring. This is very
comprehensible that can take a lot of years to get the best employee in an organization.
Inbound Marketing Agency can start by tossing its present approaches of hiring. It is
suggested by (Stewart, Greg, & Kenneth, 2019) that it is very significant to contact a
significant hiring consultant and develop an internal board of hiring to brainstorm
continuously based on previous work and analysis of failed cause. Inline by gaps in capacity
management between employees organization was heading in the direction at the wrong
level. There were over-servicing of clients that are a bad model of business.
Based on criteria to build the capacity of the team the best solution is to figure out the clear
budget that establishes a clear work scope and generate a boundary when the requirement of
the client is more than previous. One solution is to reduce the overpromising to clients as to
when they don’t get the promises of the organization as it paints a bad picture to the outside
market and cause the organization sales by a plunge down its productivity. This boosts the
organization's performance of the project-level as it goes by ensuring the success of the
project (Gruman, Jamie, & Ala, 2011). This is very preferable to measure employee's
performance based on the many metrics like the efficiency of work, quality of work, the
performance of an organization, and quantity of work. This is very easier to notice that the
organization is heading in the wrong direction as there are continuous performance checks
and regular improvement of the project team.
Implementation & implications
Implementation of solutions indicates that Inbound Marketing Agency has to situate the
recommendations to act that can effectively achieve objectives, especially enhance their
profits. The organization can develop an accurate description of the job for each position for

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future hiring. The job description should precisely match the careful thoughts to roles that
individuals will fill, the required set of skills, attributes of personality that are main to
accomplishing respective tasks. The financial implication of undertaking the solution is that
the organization will have to cover the extra costs of investing in such a system (Mulyono et
al. 2018). The organization is not in a position to incur the said costs, as it is difficult to
implement solution hiring of poor quality employees.
Second, implementation of the staff capacity development that can occur in many ways as the
organization can analyse the dynamics of team and issues of employee performance, personal
discussion, and coaching towards augment leadership capacity to address, recognize, and deal
with the individual or group performance issues (Gruman, Jamie & Ala, 2011). Thirdly, the
organization can develop a concise and clear position as described earlier to clarify roles and
responsibilities as a foundation for discussions of performance and employment at an
effective level. Inbound Marketing agencies can assess group or individual strengths,
challenges, and competencies.
Ethical issue recognition
The organization can enhance profitability through increasing profitability, reducing the cost
of operations, and efficiency increasing. The productivity of the organization can be
enhanced by developing a regular approach of improvement as there is an assessment of the
best practices of industry and competition. External help appraises the organization's
weakness and strength can give the entity an objective viewpoint that accrued to improve
productivity and redesign processes.

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References
Bjorvatn, Torbjørn, and Andreas Wald. "Project complexity and team-level absorptive
capacity as drivers of project management performance." International Journal of
Project Management 36, no. 6 (2018): 876-888.
Gruman, Jamie A., and Alan M. Saks. "Performance management and employee
engagement." Human resource management review 21, no. 2 (2011): 123-136.
Mulyono, Slamet, Djumahir, and Kusuma Ratnawati. "The effect of capital working
management on the profitability." Journal Keuangan dan Perbankan 22, no. 1 (2018):
94-102.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human
resource management: Gaining a competitive advantage. New York, NY: McGraw-
Hill Education, 2017.
Stewart, Greg L., and Kenneth G. Brown. Human resource management. Wiley, 2019.