Tata Group's Global Expansion: An International Management Report

This report provides an analysis of the Tata Group's international management strategies, examining the challenges and opportunities associated with its global expansion. It identifies key issues such as over-diversification, human resource management, and the development of business alliances. The report delves into long-term issues including building innovative resources, establishing a customer base, and maintaining capabilities. It presents an investigation and analysis of the company's financial strength, customer base, and market entry strategies. The report evaluates alternative strategies, outlines assessment criteria, and justifies recommendations for improvement. The report also discusses implementation strategies and concludes with a summary of the key findings, emphasizing the importance of strategic planning and adaptation in the global market. The report also includes a SWOT analysis, providing a comprehensive overview of the company's internal strengths and weaknesses and external opportunities and threats. This analysis highlights the need for Tata to streamline its operations, manage its human resources effectively, and build a strong brand image to ensure continued growth in the international market. The report emphasizes the importance of a well-defined strategy, customer focus, and organizational structure for achieving long-term success.

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INTERNATIONAL MANAGEMENT
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Contents
Source Problem..............................................................................................................................2
Over diversification........................................................................................................................3
Secondary problem.........................................................................................................................3
Human resource issues...................................................................................................................3
Managing business Alliance...........................................................................................................3
Long haul issues.............................................................................................................................3
Building innovative resources........................................................................................................4
Building a customer base...............................................................................................................4
Keeping up an ability.....................................................................................................................4
Investigation...................................................................................................................................4
Analysis..........................................................................................................................................4
Alternative Strategies.....................................................................................................................6
Criteria of assessment.....................................................................................................................6
Justification of Recommendation...................................................................................................6
Implementation...............................................................................................................................8
Conclusion......................................................................................................................................8
References......................................................................................................................................9
Appendix......................................................................................................................................11
SWOT Analysis............................................................................................................................11

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Source Problem
The case is related to the global expansion strategy of Tata Group. The conglomerate has been
through different phases of hardship till the time it succeed. The heavy international deals like
Corus have lead to high debt. This has resulted in loss of faith in the company resulting in
accumulated incompetency. Thus it is putting a question on the corporate social responsibility
model (Verbeke, 2013). There are few projects that are undertaken by the company in order to
uplift the society and adopting the changes. Tata believed in empowering the global economy with
the purpose of gaining adequacy. The purpose of a business organization is to manage the economy
with the traditional values. The aim is to gain consistent result with a purpose is to manage the
issue. The purpose is to manage the changes and allow in mitigating the gap. By focusing on the
source problem it is possible to manage the organizational changes (Noe, et al 2003).
Over diversification
The group has now 100 companies with around 300 subsidiaries. The business is more or less
considerate of involving independent entity. In this way it is possible for them to manage the issues.
There are lot many issues that required to be addressed in order to synergize the recently procured
elements. The process of over-diversification creates burden on the company while meeting their
targets.
Secondary problem
Human resource issues
In order to manage the organizational issue, it is evident to manage the human resource
department. The organization has fewer customary process which need to be terminated in order to
retain employees. The Purpose is to attain significant results by retaining the employees on a long
run. The purpose will be resolved only if the company is taking serious actions in order to maintain
objective (Peteraf, Gamble & Thompson Jr, 2014).
Managing business Alliance

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The company is working in collaboration with the local and international business organization
by introducing new features. These features thereby allow in gaining adequate results (Cooke &
Saini, 2010).
Long haul issues
The long haul problems are to develop the advantages that match with the changing innovations
and markets. A portion of the long term issues have been depicted underneath:
Building innovative resources
R&D is expected to increase the internal competency of the company.
Building a customer base
The company will approach the existing customer base of the gained or consolidated section.
The new customer base has helped in adding value to the company. Since the organization will
extend, it should assemble a brand that pull in more customers. Thus a legitimate market technique
and promoting plan is imperative keeping in the long term nature of the organization (Johnson,
Christensen & Kagermann, 2008).
Keeping up an ability
The human resource department will play a major role as the organization needs to manage the
present and additional future business development through ordinary or inert development (Kenni,
2000).
Investigation
The issues mentioned above have huge effect in carrying the day-today function while handling
with different asset. The important reasoning has reliably been affected by old logic of the group
which is not productive (Cullen & Parboteeah, 2009).
Analysis
Tata is financially strong and additionally made tremendous growth due to which it has attained
effective results. The revenue earned from one business is then invested at the other place in order

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to attain continuous growth. The money that is being reimbursed is utilized to manage the
significant results and managing the other business functions. They have a very strong customer
base that is helping in entering new market. This function is important enough for dealing in
business relation and managing the brand name. It is important to manage a strong customer base.
There should be a proper implementation of organizational goals in order to manage the changes.
Tata has a new market that has helped in developing a strog brand image. In this way it is
possible to attain requisite growth. The purpose here is to manage the development that are taking
place after placing the business policies in a correct way. The company has a strong base and
made a considerabl investment in different process. The multidimensional functions that are carried
inside the company has allowed in facilitating effectiveness. These changes are therefore important
in managing the changes in order to persuade effective results. The purpose behind such a change is
important enough for managing the challenges in order to gain results that are progressive
organizational behavior. The relationship that an organization has attained after the purposeful
growth has attained a significant growth. This is important from the point of view of gaining
effective results. These results are important enough for handling the business effectiveness. The
organization has further developed the assets in order to arrange growth and development. It is only
possible for managing the changes while constructing competency. The human resource department
need to be developed in order to attain functions. These capacities will further allow in managing
the changing business requirement overseas. It is necessary from the point of view of generating
resourcefulness. At such a consistent rate it is important to gain complete effectiveness. It is
necessary for organizing regular growth and persuading long-term goals that are important to
manage the consistent results(Lovelock, 2011).
The company has to re-evaluate the assets in order to become more productivity. There are
better facilities in the market that will allow in gaining competency. The general process in an
organization has a capacity to manage the changes in the economy. It is therefore important enough
to manage the organizational changes and matching up with the individual expectations. The
management structure has therefore helped in maintaining a balance in order to gain competency.
This is important enough for dealing in the organizational changes and appealing to the customers
(Peter and Donnelly, 2011).
The company can turn to dynamic mergers and securing system in order to gain adequacy.

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The present accounting report of the gathering remains steadfast yet gigantic obligation can
make some transient monetary irregularity. The basic purpose is to manage the system in order to
finance the new business substances and also guaranteeing that the benefit of the present elements
ought not to endure (Peter and Donnelly, 2011).
The organization will confront dangers from nearby market which may make a few boundaries
for the organization to go into the market. The organization subsequently needs to tie-up with some
nearby player while it goes into another country.
Alternative Strategies
Criteria of assessment
The organization's objectives and goals is to keep everything at place in order to attain
considerable growth. The purpose here is to put forward the considerable income target that will
help in ensuring growth in order to manage the changes. The organizational growth and
development is directly dependent on the quantitative objectives. These objectives are important
enough for maintaining a balance that will allow in gaining growth (Strauss, 2016).
Justification of Recommendation
The objectives that might be set are as follows:
So, far the primary objective is to increase the profit by developing effective results and process.
This will further allow in developing long-term sustainable goals. As far as building a brand, the
group should proceed with its corporate social responsibility extends over the area and henceforth
make selfless activities among the nearby populace. In view of the objectives set over, the
organization can characterize the general target articulation for the group as "Serving customers and
populace over different geologies to develop as a socially mindful market pioneer." The objectives
and goals will characterize the techniques that organization should embrace to manage into
worldwide development.
Choices
The choices can be portrayed as underneath:

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With a specific end goal to accomplish the prompt productivity, the organization needs to
advance the creation frameworks. The information must be connected to new business elements. It
is likewise prescribed to redesign the human asset administration procedure to have a decentralized
basic leadership process.
Long time
The long haul targets can be met by updating the current structure and procedures. This can be
examined by McKinsey 7S model:
In the long haul, the organization needs to add more customers also to streamline the usage of
advantages that will be fabricated. The strategy for success must take after the concurrent cost
cutting and in addition increase the creation and showcasing forms. The long haul development
must be ideally financed by using bunch asset report with a target to reimburse the remarkable
obligation as fast as could be expected under the circumstances.
 Structure:
The decentralized administration structure ought to be executed in staged way in order to act
nearby and be worldwide.
 Strategy :
The procedures and frameworks, generally HR forms, ought to be tunes to coordinate the
requirements to topographies and additionally the group targets.
 Shared esteems:
The group esteems must be supported by connecting with the neighbourhood representatives to
embrace exercises in Corporate Social responsibility ventures. The subsidizing of these exercises
ought to be done from the incomes of separate nearby business substances. The nearby youth must
be utilized and consequently making altruism for the organization.
 Skills:
Management aptitudes must be tuned to join the necessities to new markets. The involuntary
resources ought to be made to manufacture development.
 Style:
The organization ought to get rid of age old rationalities and must guarantee the gainfulness of
the organizations.
 Staff:
The staffing must be finished by drawing in nearby representatives wherever possible.

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Implementation
The prescribed procedures for the group are as per the following:
They wish to develop a strong bond with the near market that is engaged with the esteem chain
with the assistance of procured or consolidated business substance. A Joint business may not be
dependably a decent alternative but rather it can be practiced where the organization does not have
any desire to open itself to significant hazard. Upgrade the human asset administration rehearses
and ideally rebuilds the human capital by including neighbourhood.
Conclusion
To conclude, Tata need to develop strong strategies that will surely allow in building a strong
organizational base. This will surely allow in managing the changes that are taking place in order to
manage organizational requirement. Tata being one of the largest groups has wide options that can
lead to growth. Tata believed in empowering the global economy. The purpose of a business
organization is to manage the economy with the traditional values. Hence in order to manage the
changes it is necessary to gain effective results. The market nearness ought to be reinforced by
building associations with new business and different players over the esteem chain.

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References
Cooke, F. L., & Saini, D. S. (2010). (How) Does the HR strategy support an innovation oriented business
strategy? An investigation of institutional context &organizational practices in Indian firms. Human
Resource Management, 49(3), 377-400.
Cullen, J. B., & Parboteeah, K. P. (2009). International business: strategy &the multinational company.
Routledge.
Johnson, M. W., Christensen, C. M., & Kagermann, H. (2008). Reinventing your business model. Harvard
business review, 86(12), 57-68.
Kenni, G. (2000). The evolution of quality processes at Tata Consultancy Services. IEEE Software, 17(4),
79-88.
Kotabe, M., & Helsen, K. (2014). Global marketing management.
Lee, N.R. &Kotler, P., 2011. Social marketing: Influencing behaviors for good. Sage.
Linoff, G.S. &Berry, M.J., 2011. Data mining techniques: for marketing, sales, &customer relationship
management. John Wiley & Sons.
Lovelock, C., 2011. Services Marketing, 7/e. Pearson Education India.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2003). Gaining a competitive advantage.
Irwin: McGraw-Hill.
Peter, J.P. &Donnelly, J.H., (2011). Marketing management: knowledge &skills: text, analysis, cases,
plans. Plano: Business pub., INC.
Peteraf, M., Gamble, J., & Thompson Jr, A. (2014). Essentials of strategic management: The quest for
competitive advantage. McGraw-Hill Education.
Rosenbloom, B., (2012). Marketing channels. Cengage Learning.
Strauss, J., (2016). E-marketing. Routledge.
Thompson, A., Peteraf, M., Gamble, J., Strickl&III, A. J., & Jain, A. K. (2008). Crafting & Executing
Strategy 19/e: The Quest for Competitive Advantage: Concepts &Cases. McGraw-Hill Education.
Verbeke, A. (2013). International business strategy. Cambridge University Press.
Whittington, R. (2001). What is strategy-&does it matter?. Cengage Learning EMEA.

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Appendix
SWOT Analysis
Strength
Strong financial standing
Strong brand name
Expectation to learn and adapt
Weakness
Customary theory:
Human resource management
Opportunity
Worldwide expansion
Inert development:
Gigantic obligation:
Threat
Threat from international players: