People Management Strategies for Swatch Group: A Report

This report provides an analysis of people management practices at Swatch Group Malaysia, a multinational company involved in manufacturing and sales of watches and jewelry. The report identifies two key problems: ineffective top management changes and employee enforcement issues, includi...Read More

People Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
COMPANY OVERVIEW...............................................................................................................3
PROBLEMS....................................................................................................................................3
MODELS TO SUPPORT PROBLEMS..........................................................................................3
RECOMMENDATION...................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
People management is considered as one of most essential section for every business firm
because it allows to have long term development. By having an effective development of people
management the performance can also be advanced in critical manner.
COMPANY OVERVIEW
Swatch Group Malaysia is considered diversified firm which operates in manufacturing
and sales of finished watches, jewellery, etc. Company is referred as multinational company
which supplier’s number of components required in production of watches. Its production
companies supply movements and components to third-party watchmakers in Switzerland and
around the world.
PROBLEMS
There are majorly two key issues which are being faced by Swatch Group. Classification of
problems can be as changed to top management and employee enforcement. It has been noticed
that top management standards are not proper and changes made are also not being employed in
desired manner (Mandip, 2012). It means the management need to advance the issue so that top
management changes can be taken into account more accurately.
Other than this, employees are not having accurate involvement in diversified practice which
also creates an issue in work environment. Senior staff are not having adequate monitoring
which affects the performance. As well micro management is also not according to standards
(Knies and Leisink, 2014).
In addition to this, it can be said that senior staff members are more focused towards cutting
pay cuts and benefits which affects the morale of employees. It creates challenges in respect to
employee enforcement. Issues in terms of micro management also need to be referred properly
because it also impacts the overall working (Hagger and Chatzisarantis, 2014). Lack of
innovation in work practice is also a major concern which impacts the working. Cost
management and other schemes need to be changed as per needs and trends.
MODELS TO SUPPORT PROBLEMS
In order to have effective application of change the business firm need to focus on Lewins
change management model. It has been noticed that by having an effective consideration of
stages like unfreeze, change and freeze the management of Swatch Group can deal with situation

in better manner (Chaudhuri and Clarke, 2013). It allows to have understanding regarding factors
that can allow to have generation of new idea and its implementation for sustainable
development.
Other than this, manager of Swatch Group can also focus on concept of micromanagement
so that better observation can be taken into account. It also helps in controlling the subordinates
so that issues can be resolved (Huselid and Becker, 2011).
RECOMMENDATION
In order to have effective promotion of key tools and better promotion, it is necessary for
managers to have focus on productive communication. By having an improvement in
communication practice the issues can be identified properly which allows to have sustainable
decision making. Communication about timeline among members is also essential because it
assist in meeting key needs. Along with this, it has also been identified that by having an
appropriate consideration of review process the performance can be advanced. It allows to have
effective application of change so that goals and objectives can be accomplished.

REFERENCES
Chaudhuri, G. and Clarke, K., 2013. The SLEUTH land use change model: A
review. Environmental Resources Research. 1(1). pp. 88-105.
Hagger, M.S. and Chatzisarantis, N.L., 2014. An integrated behavior change model for physical
activity. Exercise and Sport Sciences Reviews. 42(2). pp. 62-69.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management. Exercise and Sport Sciences
Reviews. 42(2). pp. 62-69.
Knies, E. and Leisink, P., 2014. Linking people management and extra‐role behaviour: results of
a longitudinal study. Human Resource Management Journal. 24(1). pp.57-76.
Mandip, G., 2012. Green HRM: People management commitment to environmental
sustainability. Research Journal of Recent Sciences. pp.2502.
Roy, R. ed., 2012. Industrial Knowledge Management: a micro-level approach. Springer Science
& Business Media.