Final Project

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Southern New Hampshire University *

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OL 688

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Management

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Apr 3, 2024

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Final Project PESTEL ANALYSIS Cynthia Tomblin | OL 668 HR in Global Contexts | September 3, 2023 by Unknown Author is licensed under

Final Project INTRODUCTION Nimble was created to fill a void in the technology market on a global front. When the company began in 2008, it grew rapidly and by 2015 was clearing revenue of $228 million which was double the revenue from the previous year (Bahrami, 2015). In 2013 the company added 1,300 mid-sized to large customers, many of its customers were from cloud-based storage service providers, education, financial institutions, state and local government, and technology industries. Despite this growth, the company was not profitable and was forced to change its focus to become a global company. BUSINESS PRACTICES ANALYSIS HR GAPS The leaders at Nimble had very strong beliefs, which included “accountability, innovation, initiative, integrity, listening, teamwork, and collaboration” (Bahrami, 2015). Despite these strong values that the company leadership had, the HR department was seen as weak and tactically driven. Because of this combination, it led to the company promoting an ethnocentric culture. An ethnocentric culture is one where the employees that are hired are ones that fit the organizations values. This led the way for a hiring process that led to candidates being hired based on recommendations from others. This caused a gap based on limiting the individuals that were hired because the company limited who they were willing to hire. The process that the company is currently operating may cause legal issues in other countries that Nimble may operate in because the company would be pushing their values and not hiring the people that are truly qualified for the positions available. PAGE 1

With Nimble having a global presence in 185 countries, the priority for the company was the Human Resource department (Bahrami, 2015). Management must currently hire staff for their departments in addition to other duties. This means that the HR department has no focus on recruiting or onboarding new employees. There should be training for management who are responsible for hiring in addition to being familiar with geocentric culture. Nimble also has many employees at many different levels of employment from the ground up. These employees give Nimble cultural diversity and skills that will navigate the global market that they do business in. Nimble should also prioritize training and development for the current employees which alleviates the gap for the experienced workers and have experienced workers ready to step into places left open by retiring workers or those who have moved to another company. BUSINESS PRACTICES TECHNOLOGY GAPS Technology gaps also affect expansion into the global market at Nimble as well. Nimble needs a more efficient storage method due to the amount of data that the company collects. These storage methods must be cost effective and high performance with comprehensive protection that prevents business loss from data loss or availability to applications (Bahrami, 2015). These methods also need to have optimized storage space and are easy to maintain for continued system administration. Because of these gaps, Nimble had the opportunity to improve application performance and availability that was not seen before while simplifying IT operations. To further identify the technology gaps at Nimble, there needs to be more efficient storage technology due to companies making real decisions and gathering large amounts of PAGE 2

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information. One recognized gap is NEXT program. The NEXT program tris to leverage video and teleconferencing and how to complement technology with the program that has already been implemented at Nimble (Bahrami, 2015). With the changes that are always occurring in technology, Nimble needs to find a way to stay one step ahead to validate the claim that Nimble is the best. Business Practices Nimble storage has a geocentric culture and environment. Having this type of environment means that the employer is focused on bringing different cultures, ideals, and skills into the work environment. This culture be a benefit to Nimble as it moved into the global market if this remains the focus as it will lead them to success. This culture should be seen from the executive level down to the entry level so that the company can stand united in their common goal of becoming a global company and being accepting of other cultures and the cultural differences while adhering to their core values. Employee Collaboration When it comes to the collaboration of employees, there should also be a geocentric culture as well. If this exists in this area as well, it will lead to higher retention rates, higher productivity, and higher satisfaction among current employees. It would be recommended that Nimble initiate an employee survey to understand how the employees feel about working at Nimble. When employees can collaborate with one another, it opens them up to more creativity and progression within the company and on a global scale. Employees feel empowered and valued when they feel that their ideas are listened to, and their ideas are considered. The HR department should focus on a portal or other PAGE 3

intranet area where employees can share ideas with colleagues, company communication, and employee news or information on a global scale . Interpersonal Communication Communication at nimble needs to improve between all aspects of the company, employee to employee, manager to manager and employee to manager. Global success cannot happen without this. This needs to happen on a global level. Therefore, it is recommended that Nimble focus on these interpersonal relationships in every area of the company. Integrating all cultures within the company will help to improve these interpersonal relationships and will give HR more organization and communication working from country to country and culture to culture. Critical Success Factors Due to the advancements in technology, many businesses have shifted their focus from just being a domestic company to being a successful company in today’s global markets. This was not always easy due to the different cultures that exist in the global markets in which the company now must compete as the cultures and business trends could differ widely depending on the country that is being discussed. A company would have to conduct multiple surveys providing valuable information to change from an ethnocentric to a geocentric culture. Doing this would help any company, including Nimble, to be able to compete in any culture, no matter what country they are looking to expand into. One such survey would be a focus group. The company could get information on the culture from the employees themselves, which is a great resource for this kind of information. PAGE 4

Another thing that can lead to Nimble’s success is hiring talented salespeople and engineers that are able to fit into the company culture. Currently, Nimble does most of its hiring through a referral program and management hires their own teams (Bahrami, 2015). Nimble also employs succession planning so that they are prepared for the future as well. Nimble keeps the goal of the future in mind when choosing its employees who have the skills to keep them going in the future (Bahrami, 2015). In addition, infrastructure and environment compliance help with a business’ growth as well. Nimble updated all their HR systems including their recruiting system and their management system (Bahrami, 2015) with the ultimate goal of having all systems visible to management while being easy to use and access. Due to Nimble’s continued compliance with all laws and regulations, the company utilizes a cloud based HRIS that enables all 18 countries where Nimble operates to stay connected and can work together easily. Political Trends Nimble services many different industries such as financial services, education, state and local governments, healthcare, and many more (Bahrami, 2015). This is one of the keys to Nimble’s success. Although Nimble is currently growing and is an independent company, they possess the power to become a multi-million-dollar company because it has moved onto the global market doing business in 18 different countries and have cultural and economic diversity. PAGE 5

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RECOMMENDATIONS Political Changes Nimble has grown exceptionally quickly and with having a global presence in so many different countries, there is bound to be some changes that will need to be made if the company wants to continue to be successful. Nimble has already set themselves up for success and sustainability in the future with its hiring practices and the leader of HR has made changes to the company’s core values to help them stand out from the pack. There will also be technological advances due to product upgrades and technological changes that can affect all that Nimble has to offer. T here will also be political changes that will happen that will also affect what happens in the future. Technology Changes Technology is constantly evolving, and we are at the point of data storage, something that has become a necessity or large businesses. This in turn means that the company is supporting multiple technologies when they are looking at data storage planning. When looking at planning for the future or even to accommodate their current technology, a company needs to understand what the future of technology is. Is the storage based in internal server based which is software defined? Hyperconverged? Cloud or Hybrid cloud? All flash arrays? If these questions are asked, it gives the PAGE 6

company a chance to research the most important aspects of storage as well as what is needed to implement the product that they have. Another gap in technology is how to keep all the data that is collected secure. In many cases, storage on the cloud is not secure (Wylkop, 2011). Data on the cloud is often susceptible to attack and leads to data loss which in turn leads to a lack of trust for the company that was compromised. Working with other companies, Nimble could ensure the safety of all data that is collected and stored in their systems. This alone would help to sustain them in the future and help them better navigate the world markets. The storage market is in the middle of the largest consolidation the external market has ever seen, and because of this, the storage market future is going to be filled with multiple technologies, not just one (Maestre, 2016). Because there will be multiple technologies, it would be better to advise improvements than to recommend technological tools. Recommending improvements could reduce global barriers that would include promoting or introducing new technologies and demonstrating how they work as well as explaining what it could mean for data storage in the future. Another recommendation is cost reduction. This enables more participation in the selling of the product, which creates more revenue. If these improvements are implemented, it could lessen the global barriers between employees and other stakeholders. CONCLUSION Nimble storage is a technology company whose focus is providing the most efficient company in the world; however, they may face challenges when trying to PAGE 7

ascertain this goal. This may begin with the HR department. This challenge will come from HR’s ability to help the company become a geocentric organization. In addition, the HR department must have the ability to adjust and adapt to the company’s needs as necessary. It will mean having the right person in the right position using best practices for diversity and inclusion and regardless of their current location. This will help aid the company in political, economic, technological, environmental, social, and legal factors that need to be understood by the executives at Nimble for the different global markets. The company needs to ensure that they are doing business in markets that are a good fit for the company due to their geocentric nature. If the markets are not a food fit, then the company’s chances of success are lessened. The mission statement at Nimble should be changed to reflect the image of the company in the world presence. IN addition, the company’s leadership needs to come together and lead by example. This will increase the relationship between the employer and the employees and result in trust between management and employees as well as build relationships between the two as well. This will also have a positive effect on productivity as well. This will also build on the distinctive identity that Nimble Storage is building that will help the company rise above the other companies in their industry. PAGE 8

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REFERENCES Ariss, A. A. (2014). Global Talent Management. Springer Nature. https://mbsdirect.vitalsource.com/books/9783319051253 Bahrami, H (2015, June 10). Nimble Storage: Scaling Talent Strategy Amidst Hyper- Growth. Retrieved from https://cb.hbsp.harvard.edu/cbmp/content/68864359. Maestre, J. (2016, December 8). What's the future of data storage? Retrieved from https://insights.hpe.com/articles/whats-the-future-of-data-storage-1612.html. Nimble Storage. (2017). Company. Retrieved from https://www.nimblestorage.com/company/. Shaalan, A. (2015, November 27). Global Staffing Approaches Ethnocentric, Regiocentric, Polycentric, and Geocentric Video & Lesson [Video File]. Retrieved from https://www.youtube.com/watch?v=BjSX3FVAkgw. PAGE 9

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