University Strategy Implementation Report: DCIS Performance Analysis

This report provides a comprehensive analysis of the Department of Corporate and Information Services (DCIS), focusing on strategy implementation. It begins with an executive summary, followed by an overview of DCIS's internal and external environment, including the competitive landscape a...Read More

Running head: IMPLEMENTING STRATEGY
IMPLEMENTING STRATEGY
Name of the student:
Name of the University:
Author Note:

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Executive summary
This report has discussed the internal and external situation of Department of Corporate and
Information services in the area of State of Northern Territory and how the performance and
competitiveness in the future. Now the organization has a set of strategies which are marked by
opportunities and threats. Hence the company needs to focus more on the promotion of
technological inclusion in the operation. Here the organization’s vision, mission, advertised
organizational values are aligned key stakeholders’ goals are detailed so that a high-level
implementation plan has been detailed. The leadership, people and change management issues
are to be solved through the strategies of this organization.

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Table of Contents
Assignment 2...................................................................................................................................3
Summary of the internal and external situation of DCIS:...............................................................3
Improving performance and competitiveness in the future.............................................................4
Current strategy...............................................................................................................................7
Integrated SWOT analysis and preferred option:............................................................................8
Opportunities:..................................................................................................................................9
Vision, mission, advertised organizational values and key stakeholders’ goals:..........................11
High-level implementation plan:...................................................................................................12
Important leadership, people and change management issues:.....................................................16
Conclusion:....................................................................................................................................17
References:....................................................................................................................................19

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Assignment 2.
Summary of the internal and external situation of DCIS:
Department of Corporate and Information services has been operating in the Australian
market for more than ten years. Hence proper understanding of the external environment
including the competition pressure need to be discussed so that internal environment can be
manipulated accordingly. The corruption level of Australia is low that makes sure that the
business climate attracts the business contenders. The educational qualification of the people in
Australia is high therefore the companies can get cheap yet highly skilled labor without much
problem (Dcis.nt.gov.au 2020). The company like Department of Corporate and Information
services that operates information technology and services industry can be benefitted by the
economic growth of Australia as this leads to increased buying capacity of the customers. The
legal system of Australia eliminates the corruption level in the government and corporate service
procedures. Here fair trading is promoted for businesses as well as consumers. The market has
different fair trading, competition and consumer regulations.
The key success factors serve as the objectives of the company and motivate it to achieve success
in the market. The Strategic focus of the company leads it to strategize the recruitment, Skills
maintenance, business operations, effective maintenance of culture in the human resource,
motivate the shareholders to management the finance and maintain customer relationship
through proper marketing capability. The company as has the customer base of mainly
government agencies, aims to incorporate the indigenous people in the growth of the services
hence created scope for their employment. This in one hand enables to get proper support from
the government and serve the CSR policies towards attaining sustainability (Aydiner et al. 2019).

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The company has developed a confident organizational culture but the acceptability of the cross
cultural workplace is more needed. In the IT industry of Australia challenges the sharp growth of
the company as the competition is higher than expected.
Improving performance and competitiveness in the future
The Government in order to frame their future plan has thereby focused on four goals.
These Strategic goals include the company looking forward to developing their economy in a
prosperous way, strengthening the society, balancing the environment and instilling a sense of
confidence among the members of the society.
 Since the demand of the clients is toward bringing about innovation in their
service, the company is looking forward to embrace a disruptive environment to
enable the workforce to enhance their thinking capability and ensure the
continuous improvement.
 The traditional design role of the company was challenged and services provided
by them along with the team devoted in the same process was encountered with
the changing environment in a continuous manner.
 Indulge in communication in a creative fashion and engage in tools that is
expected to be reflective of the demographic factors of the workforce. In order to
overcome the traditional divisions of the organization along with location, the
company is looking forward to collaboration
 Utilize digital tools to extend training to the workforce in order to mitigate the
evolved demands of the company.

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 Process and utilize the data available to them in order to use the information
available to them and influence the course of decision making in their future
improvisation.
Apart from that the company has also engaged in the Red Tape reduction strategy that
would allow the company to step their foot towards achieving their economic
prosperity (Lin and Wu 2014).
Therefore, in order to achieve the same the company would require following resources:-
Resource Valuable Rare Inimitable Organized
Tangible Cash Yes No Parity
Equipment’s Yes No Parity
Location Yes Yes Yes No Competitive
advantages
Investments Yes Yes Yes No Competitive
advantages
Intangible Human
resource
Yes Yes
Communication Yes Yes Yes Yes Sustainable
complete
advantages
Training Yes Yes Yes Yes Sustainable
complete
advantages
Data Yes Yes Yes Yes Sustainable
complete
advantages
Demographic
resource
Yes Yes Yes Yes Sustainable
complete
advantages

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Current resources available to the organization
Resource Available Unavailable Require
improvement
Tangible Cash Yes yes
Equipment’s Yes yes
Location yes
Investments yes yes
Intangible Human
resource
yes yes
Communication yes yes
Training yes
Data yes
Demographic
resource
yes
As per the table, it can be understood that the organization need to improve upon certain
areas of its resource and bring about resources in order to achieve the desired changes (. Despite
of its ample availability of human resource however, the company does not have proper
framework to harness the human resource that the company boast off. In order to utilize the
human resource the company need to indulge in proper training in order to mitigate the
deficiencies that might exists (Kull, Mena & Korschun 2016).. In order to bring about changes to

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cater to the demand of the company, the organization need to harness the information available
to them and analyze the data in order to develop a crucial understanding of the innovations
demanded of them. In order to diversify their services the organization need to collaborate
different IT companies and organizations concerned with analysis of the data. As such, the
organization need to undertake appropriate framework in order to achieve the same (Schäfer
2016).
Current strategy
Macro-Environment Business strategy gaps
The current business trend demands of the organization to provide advisory service and
indulge in the roles of problem solving. However, the organization is continuing with its
traditional service of providing transactional service to the corporates. The trend is already
grabbing the market as the corporates are approaching others organizations providing IT related
services. The only positive point of the organization that is retaining its customer is the cost
efficient service that it is providing to its customer. The resource available to the company is not
equipped to provide advisory services to its clients. In order to achieve the same the company
need to bring about developed equipment, introduce training and indulge in data analysis (Liat,
Mansori and Huei 2014).
Industry environment Strategy gap
The current industry is loaded with opportunities of information and data analysis as
more and more corporates are looking for the same in order to develop their business. As such,
the trend is consistence and increasing in its demands. In order to sustain in the changing market,
the company needs to bring about diversification in its strategies.

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Key competitor’s business gap
Though the company is providing transactional services, it is demanded of the company
to indulge in providing advisory related services. Most of the competitors of the organizations
are indulging in data analysis and advisory services, in order to mitigate the gap the company
need to make step its step towards bringing about innovation in its services.
Business strategy capability gap
The organization is bringing about the desired changes in its system as they possess the
good will along with a developed customer base (Bommaraju et al. 2019). However, in order to
bring about the desired innovation, the company need to bring about investment, training and
equipment (Wiengarten et al, 2013).
Business strategy organization performance gap
In the strategy concerned the organization is not suffering from a gap in the performance
in its existing service, however in order to build their competence to the newly developed
services, it is expected of the organization to indulge in proper training so that it can excel in
their field of innovation (Wu and Chiu 2015).
Integrated SWOT analysis and preferred option:
Strengths:
 The company has grabbed the opportunity of the growing technology business in
Australia, there is a huge scope for the company to flourish as it has the capability of
disruptive innovation process to think out of the box (Soto-Acosta, Popa and Palacios-
Marqués 2016). This gives excusive leverage to the company.

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 The company possess little amount of human resource but the knowledge base of the
leaders along with employees are unmatched. This is the reason why it is capable to
contribute hugely in growing need of technology in the market (Findlay and Garnaut
2017). The employes have the insight and expertise in their own fields hence sharing
resources among different departments of the company is seen.
 The focus on the ethical decision making is a factor that differentiates the company from
the rest of the competitors. It therefore follows the service principles so that the support
from the government agencies do not stop.
Weaknesses:
 Keeping the employees up to date with the changing nature of the business is necessary
which this company lacks because training process is not up to the mark.
 The employees though have exclusive expertise in meeting the demands of the clients but
not given power of decision making. The hierarchical culture elongates the process of
decision making and demotivate the employees.
 Despite the fact that the strategies that the company is aiming to follow speaks about
taking punitive measure against bullying but diversity in the workplace is not popularized
properly.
Opportunities:
 The information service market in the world has started to dominate the business market
is great way. All of the business companies are depending upon the technology business.
Therefore there is a huge scope for this company to enter new markets and getting
support from the government of those markets

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 Developing an enviable culture is one of the strategies of the company which takes care
of all the matters relating to human resource management.
 The higher buying capacity of the customers due to developing economy of the country
can increase scope for investment.
Threats:
 The IT industry of Australia is marked by increasing competition among the rivals. This
can challenge a successful operation of the company by getting full support from the
government agencies.
 The company aims to provide the employees with flexible work practices; the Employee
Assistance Program and physical and emotional wellbeing. This may not be possible to
be maintained all the time (Porter 2008). This can lead dissatisfaction of the employees
from different cultural and ethnic background.
 Retaining the skilled employees in the workplace is quite difficult. This is due to the fact
that the leaders or managers who possess in depth knowledge about the subject or for that
matter the management business in this industry are valuable hence can join any other
competitor operating in the same business for extra facility.
Through discussing all the internal environment of Department of Corporate and Information
services through SWOT analysis, it has been found out that the firm needs to focus more upon
the set of innovative design strategies where the employees will be developing their technical
skills to gain competitive leverage in the IT industry. This will be applicable more in the next
iteration of the strategy because of the changing nature of the technology business (Hambrick
and Fredrickson 2001). The traditional design role of the company has been challenged so many

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times as the demands of the customers change regularly. This is needed as the services provided
by Department of Corporate and Information services used to devote in the same process that
encountered with the changing environment. The skill gap among the employees is needed to be
overcome therefore utilizing the digital tools for extending the appropriate training to the
employees to mitigate issues and cater the evolving demand of the company.
Vision, mission, advertised organizational values and key stakeholders’ goals:
The first vision of the company include them setting their priorities in terms what they
are trying to achieve. As such, they are prioritizing in enhancing their communication in order to
communicate their vision within their workers. Their vision includes ‘Customer first’ and thus
they are prioritizing the needs and the demands of their customer. In order to meet the demand
the exponentially increasing demands of the customers, it is expected of the company that they
align their vision and action toward the line of improving the capability of their workforce in
order to achieve the desired (Eigner et al. 2019). Their vision of developing their work force is
thereby closely linked with their action whereby they are taking measures in developing their
work force towards achieving what is demanded of them. They are publishing the strategy action
plan in order to motivate their employees in achieving the established priority.
The current vision of the company is considerably sufficient in order to achieve their
desired progress. However, since the company would be indulging in the usage of equipment on
a larger scale in this venture, it is expected of the company to take into consideration the impact
that the dumping of electronic wastes might create on the environment (Fraj, Martínez and
Matute 2013). The new vision will be ‘empowering communities with affordable service and
attain sustainable growth’. The mission statement of this company will be ‘acknowledging the
demands of the clients and providing innovative solution every time’. The value statement of

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DCIS can be ‘becoming one of the most reputed brand in entire Australia for innovate and high
quality experience to gain highest number of returning customer’. The values of this company
will be
 Cross cultural competence
 Accountability towards the clients
 High quality service
High-level implementation plan:
In order to implement the strategy of developing technological skills of the employees in the
organistion and competitive advantage this is necessary that the company keeps for following
some of the very important steps and achieve those within the desires time frame.
Strategies Actions Resources Time
frame
Competitor
analysis
 Identify the competitors
 Examining websites and customer
experiences of the competitors
 Identifying the market positioning of the
competitors (Kaplan and Norton 1996).
 Analysing pricing of the product and
services of the competitors
 Reviewing social media to identify the
growth segment of the competitors.
Competitor analysis
tools like
SpyFu too measure
organics ranking
data, iSpionage of
Google ads,
SEMRush for
keywords research,
owlettter for Email
and RivalIQ for
Two
months

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social media
presence (Obeidat,
Al-Hadidi and
Tarhini 2017).
Company websites
News articles
Journals
Market
analysis
 Determining the purpose of the analysis
which would be segmented in the survey
process for technological demand by the
customers
 Pointing the target customers
 Gathering additional data from different
types of online as well as offline resources
 Looking at the industry’s outlook
 Analysing the findings
 Comparing data and finding with those of
the competitors.
 Putting the analysis into actions (David
and Michael 2008).
Online resources
include
IBISWorld
Statista
Forrester
Google Surveys
Social mentions
Competitor
websites
Offline database
include various
six
months

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business journals
and case studies
Skill gap
assessment
 Planning of analysis
 Defining the future goals of the
organisation
 Catching up the future of the work trends
 Determining the main skills of the
employees needed for the present as well
as the future
 Measuring the organization’s or the
employees’ current skills
 Finding out where exactly the gaps lie
 Convincing the employees to focus more to
take initiative to mitigate the skill gap.
HR manager
Online personality
test
Aptitude test
Emotional quotient
tests
Problem solving
tests
Two
months
Individual
and group
training
 Selecting the employees recommended
new trainings to mitigate the skill gap in
the organistion
 Detailing the exact points which will be
mitigated by the trainings
 Setting program goals (Peng et al. 2009).
 arranging right persons for providing
training to the employees
 Creating a useful and engaging training
Training value
Electrical like
microphone,
projectors,
computer or laptops
Catering
Mentors or trainers
Six
months

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process that will be personalised and
inspiring for the employees
 Delivering the employees training at the
right time
 Tracking the improvement
 Getting feedback from the team leaders
and the management about the
consequence of the employees training
process.
Feedback giving
equipment
Consider
the culture
 Recruiting more people from different
cultural back ground
 Along them in the decision making
process
 Arranging monthly meeting for
innovative idea sharing
 Motivating them to share their knowledge
with another
 Inspiring them in maintaining work life
balance
 Developing personal bonding outside the
workplace
 Effective conflict resolution
Leadership
Training
Allowing
professional growth
through learning
10
months

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 Providing cross cultural training
Measuring
growth
Using key performance indicators like
 Marketing metrics
 Sales metrics
 Digital marketing metrics
 Social media metrics
 Financial metrics
 Human resource retention
 Supply chain metrics
 E-commerce metrics
Online tools to
measure key
performance
indicators
12
months
Important leadership, people and change management issues:
For any company’s growth the leadership and management of the human resource is the
most essential factor. This is due to the fact that no company can thrive in a competitive
environment without the help of the skilled workforce as well as decision making power of the
leaders. In this company the hierarchical structure as created issues and the cultural in
competence reduced the number of employees working with this company. Without leadership
all the other business elements remain dormant the leaders help in organizing the human resource
for maximizing the productivity and achieving the business words. In this particular company
weak leadership create confusion and put the health of the organization in jeopardy.
The issues with this organization is high attrition rate where the employees do not feel motivated
to work with this particular organization (Hubbard, Rice and Galvin 2015). The leadership has

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secretive tendency which create barrier among the high level and low level employees. The
managers need to provide meaningful guidance as well as advice to the Employees so that they
can feel connected with this organization and contribute their skills to overcome any problem
situation. The leaders here need to perform their responsibility efficiently so that the employees
visit them frequently with learning habit. Good leaders motivate the force to meet organizational
leads by working hard. the autocratic leaders put pressure upon the employees to follow the
orders without questioning the validity but the democratic leaders tend to motivate the
subordinates by allowing them in the decision making process . The hierarchy structure of this
organization does not allow the employees to make decisions to solve immediate problems. This
is an utterly demotivating for the employees with in depth knowledge and skill in the subjects.
This is the reason why the attrition rate of this company is so much high.
The communication system is another factor which creates barrier for the effective
growth of the company (Prahalad and Hamel 2006). Here the communication gap between the
leaders and the employees operating in the ground level are not very healthy. This is the reason
why meaning of the employees do not possess proper understanding of the business and only
perform according to the comment given by their team leaders. This build a distance between the
employees among themselves hence Change management is immediately needed. The process of
building morale and improving satisfaction among the people associated with this business
which the strategies have been aimed to be implemented will not be possible if the leadership
does not take responsibility to initiate actions and co-ordinate the needs of the Employees with
the need of the organization.

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Conclusion:
Therefore it can be concluded that as Department of Corporate and Information services
is operating the information and communication Technology industry in Australia it needs to
focus on the technological development within the internal environment of the company. The
employees need to have exclusive skills supported by technological advancement so that the
company gets competitive leverage at their best. The vision of the company is to exit the
expectation of the customers with providing high quality corporate services need to be replaced
with focus upon providing avoidable service and attaining sustainable growth by empowering the
communities associated with this business. The values like cross cultural competency, high
quality service and accountability towards the clients will only be attained when the company
will develop a highly skilled human workforce. This strategy of growing technological skills
among the employees need to be followed for catering the needs of ever changing customer
demands.
The external environment of this company is however support you of growth as the
Government of Australia provides Full support to this company and the other factors like
economic growth and social standard motivate a successful operation of this company till present
. The company must adopt the idea of changing demand of the customers especially in the
technology industry there for the future strategy must be aligned with technology. The company
fails to cope up with the technological advancement it will be abolished when no government
can save it.

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