Intel Corporation: An Analysis of International Management Strategies

This report provides a comprehensive analysis of Intel Corporation's international management practices. It begins with an overview of the company, its founding, and its evolution as a global leader in the semiconductor industry. The report then delves into Intel's organizational structure, highlighting its product-type divisional configuration, functional groups, product-type divisions, and geographical divisions. It examines Intel's key strategies, including its focus on Moore's Law, programmable solutions, cloud, and data center initiatives. Furthermore, the report explores Intel's organizational culture, emphasizing its meritocracy, customer-centric approach, and risk-taking environment. The report also analyzes Intel's HR strategy, including its focus on cross-sectional skills, collaboration, and employee motivation. Data collection involved secondary research, including company websites, journals, and articles. The findings and conclusions summarize the key aspects of Intel's international management, providing insights into its success factors.

Running head: INTERNATIONAL MANAGEMENT
International Management of Intel Corporation
Name of Student:
Student ID:
Name of University:
Author’s note:

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Table of Contents
1. Objective of Report:....................................................................................................................2
2. Methodology:...............................................................................................................................2
3. Data Collection:...........................................................................................................................3
4. Data Analysis:..............................................................................................................................3
About the company:.....................................................................................................................3
Organizational Structure:.............................................................................................................4
Strategies of Intel:........................................................................................................................6
Intel’s Organizational Culture:....................................................................................................7
HR strategy of Intel:....................................................................................................................8
5. Findings and Conclusions:...........................................................................................................9
Reference:......................................................................................................................................11

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1. Objective of Report:
International management take into account the related skill and knowledge beyond the
expertise of normal business like being familiar with the regulations of the business existing in
that country in which the company is operating. This paper would be taking into consideration
Intel Corporation. The main objective of this report is to deal with Intel Corporation and focus on
its organizational structure and the way it has been planning its business over the years. It would
also take into account the organizational culture persisting in the company along with the
functions of its HR department and the way they deal with their regular operations. It is an
obvious fact that Intel Hr Department does its work in the best possible way for the fact that they
have been able to recruit some of the best talents available within the industry (Hewson &
Stewart, 2016). They have been selective, they have been patient and they have been blessed
with positive results.
2. Methodology:
This paper would take in the process of secondary research in which the data is being
gathered from, for instance the subject of the research. The researcher or the author needs to take
proper care of distinguishing the secondary research from the primary research that makes use of
the secondary data sources of raw nature (Silverman, 2016). This paper would be evaluating the
information that is already known, things that are readily available over the website with original
sources along with full citation, which usually comes in the shape of absolute listing or annotated
listing. For the things that would be analyzed like the organizational structure, the HRM
functions of the company along with expansion and growth of the company are things whose

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information would be readily available in the website of the company along with other relevant
articles and journals.
3. Data Collection:
The secondary data that would be collected for this study would generally be from
relevant journals, articles and other well sourced websites, including that of the company. The
company website is the place where relevant information exists along with any facts and figures
if necessary. Intel Corporation is one of the well known reputed companies existing globally,
thus finding information about it is not the hardest things to do existing over the database.
However, it is important to assess the accuracy of the information existing over the database with
the information in the company website (Silverman, 2016). Certain information is difficult to
obtain from the company website, so assistance from other relevant articles and newspaper
would help the cause.
4. Data Analysis:
This section would be analyzing the information that has been gathered over the company
website along with some other relevant sources for the in-depth study on the topic. The
credibility of the source needs to be justified for the analysis part. This section would be dealing
with the several factors of Intel Corporation that has been discussed.
About the company:
Intel Corporation was kicked off in the year 1968 by Gordon Moore and Robert Noyce,
both engineers having outstanding reputation in the segment of the integrated course. They
encountered no intricacy in getting the funding of the venture for starting up the operations of

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Intel. In the year 1971, Intel proclaimed the 4004 microprocessor and within next year that
number augmented to 8008. Intel is such a company that has been generating an augmentation in
the factor of technology on regular basis. It has been able to establish itself as the global leader in
the silicon innovation. It develops products, technologies along with the initiatives in continually
advancing on the ways people live and work. The corporation is in the habit of following the
standard of responsible business along with communal code of conduct.
Organizational Structure:
The organizational structure of Intel Corporation is mainly based on the nature of the
business technology. For example, the market conditions for the microprocessors along with the
relevant technologies impose a mixture of challenges that the company can deal with through the
present structure of the organization. A structure of the firm or the organization is generally
stated to be the symphony of required components for keeping a system efficient along with
effective operations (Lee, Kozlenkova & Palmatier, 2015).
In the case of Intel, the structure of the organization is mainly based on the type of the
products. Intel has been a leading player in the industry of semiconductor with it using the facets
of its structure of the organization in ensuring the success in improving and marketing of its
several products for technology in targeting global customers. The organizational structure of
Intel is product-type divisional organizational configuration. The processors of the company
along with the relevant products are being segmented as per the markets and functions (Schmitt,
2014, July). The following are stated to be the key facet of the organizational structure of Intel:
A. Functional Groups:

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It is one of the significant facets in the organizational structure of Intel. These groups are
mainly based on the activities of administration along with the requirements of the management.
Taking into consideration the emphasis of the types of products in the structure of the corporate,
many of the functional group communicates certain sort of products, for the purpose of the
efficient administration and management. The organizational structure of Intel has the following
functional groups:
a. CEO
b. Manufacturing & Technology
c. Intel Capital
d. HR
e. Communication and Devices
f. Software and Services
g. Sales & Marketing
B. Product-type division:
This is stated to be the main feature in defining the structure of the organization existing
in Intel. These divisional segments are mainly based on the product sort that the company
provides. For instance, the Data center Group is a fragment for the servers that are energy-
efficient in nature. Each of the divisions of the corporate structure is being treated as a business
division that has its own lay down of strategies for the growth of the business along with
marketing. The following are the product type divisional structure:

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a. Client Computing Group
b. Data Center Group
c. Internet of Things Group
C. Geographical Division:
This corporation boasts of geographical locations as well as one of the minor facets of the
structure of the organization (Hewson & Stewart, 2016). These divisions of structure are mainly
being used for the purpose of financial reporting along with other minor tasks associated to
management. For instance, the company allots a geographical segment for the market of U.S.,
considering its consequence in the business of microprocessor and semiconductor (intel.com,
2017).
Strategies of Intel:
At every stride of the process of their value chain, certain ways have been initiated in
increasing the demand factor. Intel has identified the fact that the need of the computers would
augment with the high observance of software by the people. Many of the strategies of the
company have been in creating values within this chain. During initial times, the company has
been structured in setting up for Intel capital in investing companies in the value chain
(Deshmukh, 2014). After that it was for developing the performance of the Intel chip, the
company compensates the independent vendors of software in writing the same.
In the later stages, the company has been able to correlate itself with Microsoft for
development of some of the operating organisms for their processors. The company has been

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able to form some of the special groups who are being connected with some famous providers of
application for testing the chips of Intel (intel.com, 2017).
Several strategies of Intel Corporation might be programmable solutions, cloud along
with the data center and the other being Moore’s law. The virtualization and software are
progressively more defining the structure in the data center that would be playing to the strengths
of Intel; driving more data center footprint to the architecture of Intel (Lee, Kozlenkova &
Palmatier, 2015). Intel has been accelerating the analytics power and value by enduring to
innovate in the high-performing computing and big data. Moore’s law is basically a law of
economics with Intel driving hard in continuing to exploit its value. This law states the fact that
Intel can shrink the dimensions of transistor by approximately 50 per cent roughly, thus
motivating twice the transistors for identical cost. This concept has been able to fuel the
revolution around technology. The company’s leadership in Moore law has driven the products
in delivering immense growth of computing power along with increasingly better pricing and
economies (Schmitt, 2014, July). Intel is all set to lead the new era though remaining true to their
sources.
Intel’s Organizational Culture:
The values of Intel Corporation are the key defining factors of the culture of the
organization. This company is better known for its culture of meritocracy that takes in the ability
and output of the corporate. This culture distinguishes Intel from its rivals, sustaining a high-end
brand along with influencing the customers and the suppliers in adopting the technological
effectiveness. Intel has been a company that is customer oriented where it satisfies the need of
the company. In Intel, employees are being trained hard in identifying the possible challenges the

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customers might face with the products. This helps the company in determining the concerns that
must be included in the process of development of product.
Intel does take lot of risks, a feature within their culture that enables them in taking that
extra step for trying out new things. For instance, the workers of Intel are being optimistic in
bringing up the solutions for deliberation among the executives of upper management. This
corporate culture helps in contributing to the proactive capability of the company in addressing
the issues along with the challenges.
Intel provides its employees one of the best places to work in for optimizing the
motivation of the employees along with their moral (Herrera, 2015). Motivation along with
morale minimizes the turnover of the employees and the costs associated with it. This facet of
the corporate culture helps in the cooperation factor of employees for their own advantage. For
instance, HR programs have been initiated by HR that promotes solidarity and affinity among the
employees. Quality is one of the key selling point aligned with Intel’s generic strategy. As such
the company would be making sure that the culture of the organization exemplifies the principles
of quality along with the ideals.
HR strategy of Intel:
Intel has called for embracing a product-driven plan of strategy for shaking up the
products of the company along with the way innovation is being made. The IT environment of
Intel has accelerating business cycles with the groups being spread over in various geographical
locations (Tricker & Tricker, 2015). This signifies the fact that collaboration along with the
faultless connectivity should exist within the employees of the organization.

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One of the strategies of the Human Resource that is being applied in Intel is the strategy
of the HR people. The company have been strategizing in making a shift to a new hiring process
where the professionals would be recruited having skills of cross sectional. These groups would
then be working in partnership in coming up with the undeniable products that are stated to be
in-line with the process of the strategic plan. Moreover, the business units that have been
established for each product district with the inclusion of the factor of mobility and units of
digital health. All the units boast of processor experts for the sake of supporting the strategy of
Intel. For example, as means of generating the digital technologies of health, the organization
would be employing the professional doctors who in all probabilities work in close quarters with
other ethnographers to come up with the technologies related to digital health giving assistance
to elderly people having Alzheimer’s.
The HR department of Intel is generally responsible for hiring, improving and retaining
of the brightest employees while they go about strengthening their company culture along with
the values. The Intel human Resources offers first rate, cost efficient services along with their
support to the employees across the globe and is hugely dedicated in advancing the business
goals of Intel. The HR of Intel encourages certain activities of the team; actively involving all
the persons in coming up with ideas of their own and facilitating them in presenting it in the
meeting. Moreover, Intel Corporation has been providing the best possible financial rewards
primarily based on the individual performance within a given time frame. They have also been
providing their employees with a variety of insurance coverage, health care along with the
opportunities of employee development. Their profit sharing map pays cash rewards twice within
a year. Through the program of Customer Excellence, employees might receive an extra pay of
two days on top of the payout of ECBP (intel.com, 2017).

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5. Findings and Conclusions:
It has been found through the analysis that Intel Corporation has been able to establish a
great work environment in their working culture where they constantly motivate their employees
for better performance. The organizational structure is such that each of the divisions within Intel
is being treated as a separate business unit that has the ability in operating in independent manner
which proves their strength as a company. The company also boasts of the functional groups
along with the geographical segmentations which very few companies have been able to do.
Moreover, it has also been found that Intel has been able to position themselves uniquely
in powering the cloud and driving the progressively more smart and connected world. They see
opportunities in the expansion of the virtuous cycle like the memory, the cloud and the data
center, all being bound together through the process of connectivity and being enhanced by the
Moore’s law economics that would offer Intel a dynamic prospect. The company is stated to be
in time when the factor of technology is being valued not just for the devices it manufactures, but
for the experiences it has been making possible. Intel would be leading within the new era
through the process of remaining true to their history as being the investors, as the world class
innovators and the worldwide leader in manufacturing. The company would be planning to lead
in a broader way along with sharper implementation. In doing all these, Intel would be able to
create a lasting value for their customers, shareholders and partners and attaining their mission in
leading in a connected world. The HR too plays their role effectively in channelizing Intel in the
path of success. They have been effective in bringing the best out of their employees on many
occasions.
It can be concluded that Intel has been blessed with a lot of things that has helped the
company in being where it is today. Intel has been flexible and thoughtful in the way they deal

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with their work process. They value their customers, they are a company that has been service-
oriented over the years, for which they have been able to generate the required goodwill in the
market place. People believe in them and so does their employees.