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Introduction
The reported paper has been presented to influence the strategic direction and goal-setting of Blossoms Up Corporation. Currently, Seth Smith, the CEO of the organization has thought out some changes to the ongoing management strategy to transform the business. By identifying the organizational goals and objectives, the preliminary report has been structured to discuss the new set of direction impressive for Blossoms Up’s future success. Affirmatively, the role of human resources to influence the strategic management of the firm has been clearly stated. On the other hand, the cultural considerations fulfilling the new set of strategic goals have been briefed herein. Lastly, the latest sets of mission and vision statement of Blossoms Up have been proposed in the study that will reflect the brand position.
New Direction of Blossoms Up
In order to compete in the target market, Blossoms Up Corporation needs to make significant changes in the strategic management to set up new goals and objectives. First of all, the environmental analysis will be a key factor to gather vital information relevant to set latest goals (Jeffs, 2008). Precisely, determination of organizational direction must be done after thorough interpretation of generated information. By following the order of the business, managers of Blossoms Up must develop mission and objectives supportive for organizational success.
Technically, a precise mission statement can direct the effort of the human resources to the right direction. On the other hand, the mission statement helps out the managers to allocate human resources based on significant rationale (Peacock, 2014). Therefore, the management of the Blossoms Up must create sustainable mission and vision so that the managers can accomplish the targets. Meanwhile, each of the targets should be validated and reasonable given the resources available to the organization.
Role of HR in Strategic Management and goal-setting
The Human Resource Department plays an essential role in strategic management and goal setting. In order to conduct the operations of the firm, the management team of the organization sets the goals on basis of which the plans are developed to achieve those targets (Jeffs, 2008). On the other hand, the HR department acts as a business partner by performing the plans appropriately and training the employees of other departments to perform their roles effectively. Therefore, it can be seen that the HR management plays both the role of a strategic partner to set the organizational goals and implement the plans to achieve the desired targets (Beaver, 2000). For example, the HR departments plan the strategy of asset management and support the asset management department in implementing those strategies.
Considerations related to Corporate Culture
The existing organizational chart of Blossoms Up has significantly participated in the strategic management to increase the performance and overall productivity of the firm. Meanwhile, some of the considerations related to organizational culture must be taken into account to improve the potentiality of the workforce. First of all, understanding the cultural dynamics i.e. workforce, purpose, and environment of business can influence the overall outcome. Precisely, employees of the firm should be valued as an essential asset (Greenberg, 2009). At the same time, the purpose of the business and environment can facilitate empowerment. Secondly, the management must identify whether any necessity for a shift in corporate culture is required or not. At times, shifts in culture will be mandatory for noticeable success in HRM. Evidently, employee engagement must be influenced at the corporate level to support the strategic decision-making (Opler, 2003). Thus, engagement of the workforce can deliver unity and clarity contributing towards the corporate expansion of Blossoms Up.
Design of latest set of Mission and Vision Statement
The new mission and vision statements for Blossoms Up have been presented herein below:
Mission Statement
We are dedicated to growing excellent variety of high quality plants and provide the customers with best services. Furthermore, we aim to create a safe, challenging, stimulating and rewarding environment for our employees.
Vision Statement
Blossoms Up vision is to seek business excellence by developing a strong relationship with our employees and customers. Create a working environment where the company can earn fair profit through dedication, efficiency and innovation.
The vision and mission statements of Blossoms Up clearly state that the management is planning to be the first choice for the floral shoppers. The new changes will be implemented as per the new mission and vision statement in order to achieve the objectives of the firm (Townend, 2008). The new brand will portray our customers that we are open minded and welcome changes as per the need of the community. Additionally, the new vision and mission statement will help to attract more customers and retain back the older ones.
Conclusion
Blossoms Up has been a successful venture and the strategic changes made in the policy of the firm will be helpful in mitigating the current issues. Furthermore, the management must implement the changes in a slower rate to ensure that all employees and management executives are on the same stage. The pace of making changes must be controlled to adequately implement the new strategies and seek success in the long run.
References
Beaver, G. (2000). The significance of strategic vision, mission and values. Strategic Change, 9(4), 205-207. http://dx.doi.org/10.1002/1099-1697(200006/07)9:4<205::aid-jsc499>3.0.co;2-f
Greenberg, M. (2009). Perspectives of chief ethics and compliance officers on the detection and prevention of corporate misdeeds (1st ed.). Santa Monica: Rand Center for Corporate Ethics and Governance.
Jeffs, C. (2008). Strategic management (1st ed.). Los Angeles: SAGE.
Opler, L. (2003). Culture Competence and Corporate Culture. Psychiatric Services, 54(3), 404. http://dx.doi.org/10.1176/appi.ps.54.3.404
Peacock, A. (2014). How blended learning can create a more inclusive culture. Strategic HR Review, 13(3), 118-122. http://dx.doi.org/10.1108/shr-01-2014-0005
Townend, A. (2008). How can HR encourage a culture of innovation?. Strategic HR Review, 7(6). http://dx.doi.org/10.1108/shr.2008.37207fab.004
