Summary Of The Global Star Enterprises Vision Commerce Essay

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Global Star Enterprises vision is to be the company of choice- creating sustainable value for employees, shareholders, customers, suppliers and business partners. A major priority in realizing these goals is addressing the issue of workforce planning. The company's three year strategic plan foresees expansion of its services and products into new areas and markets. The company wishes to provide long term opportunities and paths to its employees by giving clear methods and responsibilities of work with fair remuneration based on effort and skills in a safe working environment.

Issues of human capital present some of the significant challenges to achieving the organization's mission and goals. The company's plan to expand its business compels it to design an approach to workforce planning that ensures support of the company's objectives and pledge to quality. There has been a process of comprehensive program to train new members to improve the program. The company however needs a source of labor that meets future needs. This plan therefore focuses on achieving equality in the work place because the issue of gender is nowadays very sensitive and that people should be equally treated regardless of their gender orientation (Vernez, 2007).

Ladies have been subjected to significant marginalization in most areas of work places due to the perception that they are weaker compared to their male counterparts. Such kinds of marginalization have immensely contributed to low turnout by women when it comes to recruitment programs in most companies. Men have been favored in very many organizations with women being left out because of their natural set ups. Women are believed to be having less time to spend in the work place due to the responsibilities that are waiting them at home. Women need to attend to family issues apart from working hence making of the most people who work in organizations to think that women are less committed to their duties than men (Vernez, 2007).

Business context for workforce planning

A vision for the future organization workforce plan relies on acknowledging the inter relationship existing in the national and organization workforce scene. Nationally, the greatest challenge for our products and services is that they are in constant state of evolution. Our services are both labor intensive and technologically intensive. It is true that professionals, particularly technicians are aging and working fewer hours than they were some years ago. Furthermore, our business must be carried out in line with global expectation grounded in environment conservation. Any business policy, technology or production change can impact on productivity or demand (Ausnik, 2002).

The company is committed to highly competitive employees who are willing to work and adhere to the organization's objectives. The customer based of the company should be well maintained in order to make sure that the organization does not lose focus in its efforts to work in a competitive business environment. Good performance by the company will highly depend on the willingness of the working members to operate in an environment that reflects their need to contribute positively to the well being of the organization (Hurst, 2005).

All the workers in the company starting from the management to junior and even subordinate staff need to work harmoniously for the benefit of the organization. If the organization has any future plans of expansion, the management should mainly put emphasis on issues that are likely to lower productivity. Hiring of competent and highly skilled employees for instance will significantly address the issue of profitability (Hurts, 2005).

New technology

A major factor strengthening production changes is whether there is current existence of a sufficiently available and skilled workforce or can be created by the time the need arises. In addition to changing our business plans, other factors can have a significant impact on workforce planning. New technologies do reduce the need for staff numbers in business. Major changes have been already delivered by information technology but further changes like process automation in products manufacture are expected. New technology is further expected to deliver potential in online training and better integration of information within the organization's business units (Emmerichs, 2004).

Without technology, it will be very hard for the organization to sufficiently address issues that need technology. Online training for instance needs people who are well equipped in terms of technological skills. The company needs to embrace technology due to the changes that are first in technological world. The top management will highly use computerized skills to monitor how work is done by the junior members and also in the field. All this are possible by the use of computerized systems. By embracing such kinds of technologies, the company will reduce the losses that arise to human errors and try to enhance perfection (Roberts, 2004).

Use of technology has significantly made most companies to avoid unnecessary losses that come up un-expectedly and in accidental manner. Such losses have made most of the well known organizations to be brought down to their knees. With the use of technology, future trends in the company's performance are projected and controlled effectively and also in an efficient manner. This will make the company to provide its workers with good modes of payment and also improve their standards of living. Many workers in other organizations have been subjected to poor conditions that make them be poor and reduce their standards of living. Improved standards of living makes workers feel that they are working in the right place and they will also enjoy the way they are contributing to the well being of the organization (Roberts, 2004).

Achieving the sustainable organization workforce of the future will need workforce redesigning in the context of expanding business. Opportunities for redesigning workforce can be associated with retention and recruitment especially in professions that have numerically small number where retention is a key issue. Professions such as interior designing should explore ideas such as consultant or extended scope of interior designers. There is a need to build a shared set of skills, attitudes and competences across professional disciplines so that there will be an enlarged capacity for teamwork and collaboration (Hurts, 2005).

Current trends in supply of products and services

The organization is currently a designer, manufacturer and distributor of its products. It also has strategies to expand its products manufacturing and offer installation service. Each product is made to order and not retrieved from the finished products in the warehouse. This enables the company to meet performance specifications as well as customers' unique design enabling it to offer extensive collection of sizes, styles, shapes, and options. The workforce is positioned such that it consists of staff members with a variety of skills to meet these trends (Roberts, 2004).

Product and service distribution is very essential in monitoring the growth of every business firm. If the products are stagnant and not moving, it clearly indicates that the products are no longer preferred by the consumers and that they is likelihood that substitutes are available. Product distribution is an important thing that needs to be carefully monitored because it shows how the business is growing. Currently, the trends in product and service distribution are well monitored with the best coming out of such trends. The indication is that the product and services are performing well in the market (Vernez, 2007).

The existing workforce structure

The current structure is such that there are consultants that help a customer choose the products that give them personalized look they require. There are experienced technical experts who then make these products according to customer specifications. This workforce also includes a team of professionals who ensure that ensures good management of resources both locally and abroad both. In relation to meeting future strategies, this workforce structure ensures high quality products, customer satisfaction and environment conservation. However, the workforce lacks the 21st century skills especially those related to new technology (Vernez, 2007).

The company still needs to reorganize its workforce structure to meet the current demands and also the global competitiveness. Without good planning, the company is likely to lose vital necessities that are likely to improve the face of the company. The organization structure will incorporate the participation of all the staff members whether skilled or not. The company needs not to ignore the contribution of the unskilled working staff since it is them who contribute to the successful running of the company. The company also needs to further training to new members to enhance good performance (Vernez, 2007).

The company also needs to diversify its resource base by making sure that it does not put all its eggs in one basket. The importance of this is to make sure that when business fails in one of the branches, the likelihood of thriving in other branches is high hence making it dynamic and profitable. The important thing that needs to be considered while establishing branches elsewhere is to look for the potential of expansion and customer base. Where there is a lot of competition should be avoided at all cost by the company's management (Roberts, 2004).

In terms of budgetary allocation, it is important for the company to consider many factors before distributing money to various branches. These factors include the size of the staff members and the size of the size of the company's assets. These two factors are very important in determining the amount of money that needs to be allocated. If the branch is bigger it means that the amount of money that needs to be allocated should be higher than that of a smaller company (Emmerichs, 2004).

Outsourcing is also another important issue that the company needs to consider. The needed skills may be lacking in the vicinity of the company. This will make the company want to outsource its production activities. Outsourcing will require the use of highly skilled persons outside the location of the company. This will help in making productivity efficient and also effective (Emmerichs, 2004).


In order to meet the future requirements, this workforce plan recommends that:

Global Star Enterprises must adopt processes that reduce the number of staff members. New technologies should be considered as the major factor.

Global Star Enterprises should plan on how to train its staff members to update their skills. This can be achieved especially through online training.

Global Star Enterprises should also re-engineer its workforce to allow for recruitment and retention of new and old workers respectively.