Search results for: 'Logistic strategy'
Al-Kadi Commerce & Industry DO1-127-I-M
The case presents the problems that the Al-Kadi Truck & Trailer Parts Division was facing related to its operations and stock management. In addition in Saudi Arabia where the case takes place the auto parts sector was also changing. The student has to re-plan the logistics strategy of the company choosing from a centralized or a decentralized strategy.
To be able to plan the new strategy the case provides information about the company's current strategy the problems it is facing the sector the country and the market. Interviews with one of the executives animations of the company's distribution model and detailed informative maps of Saudi Arabia will help students to make their decision about the future logistic and operations strategy.
The case can be used as part of a Supply Chain or Operations Management core or elective course to discuss issues associated with the design of inventory systems and networks. It can be used in master programs such as MBA, Master in Management, Master in Operations Management, etc or degree / university level students who have some previous knowledge on supply chain issues and logistics, as well as in executive education programs.Academic Area:Operations & Supply Chain Management
PERI Spain Coaching in Construction (B) RH1-013-B-I
This case features an interview with Rafael Felices Huarte, the general manager of PERI Spain. First, Felices Huarte explains how the trust that management has in its employees has led to PERI’s extremely positive results, low turnover rate and low number of occupational accident rates. He also emphasizes that they focus on the best solution for the customer, not the lowest cost. The employees are highly motivated and an important part of the company’s growth. He also delves into the company’s values of self-discipline, responsibility, communication and learning. Next, he describes the company’s new diversification strategy of extending the range of services with the aim of earning a high market share. In order to carry out this strategy change, the company needed to hire construction foremen, which was a challenge due to difficulties in obtaining qualified personnel for on-site work. The company faced this challenge by setting up a professional training program which required the support of the director of logistics and civil engineering. Felices Huarte explains how he is not worried about hiring new staff endangering the company’s culture due to adaptation processes they have in place, other departments which influence conduct and leisure activities that help new staff to embrace the company’s culture. He wraps up the interview by talking about corporate social responsibility at the company and explains how basic principles such as rigorous administrative management of all staff on site (social security, medical check-ups, payroll, etc.), training courses on the tasks to be carried out, and strict compliance with occupational risk-prevention measures ensure they are able to survive in the long term.Academic Area:Human Resources