Search results for: 'Strategy'
J. Rutz. Developing a Strategic Continuous Improveme … DO1-156-I
The case study describes the experience of Javier Rutz as operations director and later as general manager of NERTUS, a leading company in the sector of railway maintenance services in Spain.
The company was founded by Spanish rail operator Renfe and Siemens, a leading train manufacturing company, to provide maintenance services for Siemens’ trains. From the beginning, NERTUS stands out for the high quality of its services and its great capacity for continuous improvement.
Shortly after its Foundation, Javier Rutz joined the company, first as director of operations and later as general manager. During this period, the philosophy of continuous improvement reached its maximum splendor.
After concluding a highly successful professional stage, Javier Rutz leaves the company and asks himself which is the best way to exploit his experience for his professional future: should he continue as a senior executive in another company or undertake a different challenge through his own company to provide consulting services that offer “the design and implementation of management models based on continuous improvement, with a strategic perspective?”
Aims to identify what are the key strategic and organizational elements that allow the successful implementation of a continuous improvement methodology. These strategic and organizational variables, such as customer orientation, company culture, leadership, transparency of information, etc., are shown throughout the case in a general way and in some examples presented by J. Rutz on NERTUS.Academic Area:Operations & Supply Chain Management
Managing capacity in the intermediate term: aggregat … DO2-003-I
“Notes and cases of operations often seem to be based on the analysis of operating systems in an unchanging environment. The emphasis is placed on understanding and evaluating basic characteristics of company’s operations, working under reasonably stable conditions in terms of demand and markets. However, business works differently in practice. Markets demand competition and strategic change. Operating systems should be adapted to new strategic needs. Even in situations where strategic and competitive framework is reasonably stable (where the convenience or otherwise making of changes in a coherently designed and well managed operating system could be questioned), demand does not usually remain stable in the course of time.”
This technical note related to strategy details planning and scheduling procedures to manage dynamic capacity.Academic Area:Operations & Supply Chain Management
Lawnworks Lawn & Garden Product Group: Weighting … DO1-146-I
Lawnworks a division of a Fortune-500 North-American company builds garden tractors for the consumer and professional market. After two decades of steady growth an economic recession forces divisional management to rethink the operations and market strategy of the division or face dismissal from the parent company.Academic Area:Operations & Supply Chain Management
R and the organization of the XXI century RH1-139-I-M
The multimedia case R and the Organization of the XXI Century tells the story of the Galician telecom company R from its beginnings until the year 2009. It is focused on the HR management model which is based on management by happiness.
Students are able to complete different tests about personal and work satisfaction and get firsthand insight into coaching and the selection process from a happiness perspective. It is possible to relate R's HR management model with their own work life.Academic Area:Organisational Behaviour | Human Resources
Happiness at work? R and the Organization of the 21s … RH1-139-I
From its inception, the story of R is quite surprising. A small organization who decided to become a telecommunications operator for a complete territory, without a technological partner. Back then, neither the sector nor investors saw cable as a possibility, but R took it upon itself and heavily invested in such option, even though the costs were high. After such a decision their growth seemed unstoppable. This strategy was supported by a strategy of people management based on the concept of happiness at work.Academic Area:Human Resources
Al-Kadi Commerce & Industry* Truck & Trailer … DO1-127-I
The case presents operational and supply chain management issues of Al-Kadi, a large truck and trailer parts company in Saudi Arabia. The company has observed an increase in stock levels and working capital that surpasses growth in sales, threatening the feasibility and healthiness of the business. The efficiency vs. effectiveness dilemma of inventory management strategy is the main focus of this case.Academic Area:Operations & Supply Chain Management
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
Banesco Banco Universal. DO1-110-I
Between 1992 and 2005, Banesco Banco Universal experienced sustainable and inexorable growth within Venezuela’s complex financial and banking market. Venezuela had weathered several political, social and economic crises over the last fifteen years. The vision of its founders Juan Carlos Escotet and Luis Xavier Lujan had been a key driver for the Bank’s success. However, after thirteen years of good decisions and results, Banesco was now a large and complex organization and was starting to show certain weaknesses that needed to be addressed by reviewing management and innovation processes to date.
In 2005, the Bank was in a situation in which it was able to launch a number of initiatives and projects designed to leverage strategic objectives. The demand for projects, however, was bigger than the Bank’s capacity to implement them, and it did not seem capable of prioritizing them.Academic Area:Operations & Supply Chain Management | Innovation
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