L6M2 無料問題集「CIPS Global Commercial Strategy」

Evaluation of the Role of Strategic Human Resource Management (SHRM) in Creating Competitive Advantage Introduction Strategic Human Resource Management (SHRM) is the proactive alignment of HR policies with business strategy to achieve long-term success. It focuses on developing talent, leadership, culture, and employee engagement to enhance organizational performance and competitiveness.
By implementing effective SHRM practices, companies can create a sustainable competitive advantage through a highly skilled and motivated workforce.
1. The Role of SHRM in Creating Competitive Advantage
1.1 Talent Acquisition and Workforce Planning
✅ Why it matters?
Recruiting and retaining highly skilled employees is essential for innovation and efficiency.
Workforce planning ensures the right people are in the right roles at the right time.
Example: Google's strategic hiring approach focuses on attracting top AI and engineering talent, driving innovation in tech.
✅ Competitive Advantage Created:
✔ Builds an expert workforce that competitors cannot easily replicate.
✔ Reduces turnover costs by ensuring long-term retention.
1.2 Employee Development and Training
✅ Why it matters?
Continuous learning and skills development enhance employee productivity and innovation.
Upskilling employees keeps companies ahead in fast-changing industries.
Example: Amazon's Career Choice Program invests in employee training to develop future leaders and improve workforce capabilities.
✅ Competitive Advantage Created:
✔ Enhances organizational agility by equipping employees with emerging skills.
✔ Creates a culture of continuous improvement and innovation.
1.3 Performance Management and Employee Engagement
✅ Why it matters?
Effective performance management systems ensure employees align with business goals.
Engaged employees are more productive, motivated, and committed to company success.
Example: Salesforce's focus on employee engagement through leadership development and internal career growth has resulted in high retention and innovation.
✅ Competitive Advantage Created:
✔ Drives high workforce productivity and efficiency.
✔ Reduces costs related to poor performance and disengagement.
1.4 HR Technology and Data-Driven Decision-Making
✅ Why it matters?
Digital HR tools (e.g., AI-driven recruitment, performance analytics, HR automation) optimize talent management.
Data-driven HR strategies help predict workforce trends and talent gaps.
Example: Unilever uses AI-driven HR analytics to identify high-potential employees and enhance leadership succession planning.
✅ Competitive Advantage Created:
✔ Enables data-driven workforce planning for future growth.
✔ Increases efficiency and reduces hiring biases.
1.5 Employee Well-being and Diversity & Inclusion
✅ Why it matters?
Work-life balance policies, mental health support, and DEI (Diversity, Equity, Inclusion) programs improve workplace culture.
Diverse teams enhance creativity, problem-solving, and innovation.
Example: Microsoft's Diversity & Inclusion programs have strengthened its brand and innovation by fostering a more inclusive workforce.
✅ Competitive Advantage Created:
✔ Attracts top global talent who seek inclusive workplaces.
✔ Strengthens brand reputation and employee loyalty.
2. Advantages of Strategic HRM in Competitive Positioning
✅ Develops Unique Talent & Expertise - Hard for competitors to replicate.
✅ Enhances Productivity & Efficiency - Skilled, engaged employees drive better results.
✅ Supports Business Agility & Innovation - Workforce is adaptable to market changes.
✅ Builds Strong Employer Brand - Attracts and retains high-quality talent.
Key Takeaway: SHRM transforms HR from an administrative function to a strategic asset that creates long-term value.
3. Challenges & Risks of SHRM
❌ Implementation Costs - Advanced HR technology and training require investment.
❌ Resistance to Change - Employees may resist new HR policies.
❌ Measuring ROI Can Be Complex - Talent development impacts long-term but is hard to quantify.
❌ Legal & Compliance Risks - Global HR policies must align with labor laws across different countries.
Solution: Businesses must integrate HR analytics, leadership buy-in, and cultural change strategies to overcome these challenges.
4. Conclusion
Strategic Human Resource Management (SHRM) is a key driver of sustainable competitive advantage by:
✅ Attracting and retaining top talent.
✅ Developing a highly skilled, engaged, and innovative workforce.
✅ Leveraging HR technology and data-driven insights.
✅ Promoting employee well-being, diversity, and inclusion.
Companies that prioritize SHRM create a dynamic, future-ready workforce, ensuring long-term success in competitive markets.

Analysis of the GE McKinsey Matrix as a Tool to Influence Directional Policy Introduction The GE McKinsey Matrix is a strategic tool used by businesses to prioritize investments, allocate resources, and influence directional policy. It expands on the BCG Matrix by evaluating business units or product portfolios based on two dimensions:
Industry Attractiveness (external factors such as market growth, competition, and profitability).
Business Unit Strength (internal factors such as brand strength, financial performance, and operational efficiency).
The matrix helps organizations decide where to invest, grow, or divest, making it a valuable tool for influencing long-term strategic direction.
1. Explanation of the GE McKinsey Matrix
The GE McKinsey Matrix categorizes business units into nine strategic zones, guiding investment decisions:
| Industry Attractiveness →

Example:
Apple's iPhone (High Industry, Strong Business Unit) → Invest & Grow
Microsoft's Bing Search Engine (Low Industry, Weak Business Unit) → Divest or Harvest ❌
2. How the GE McKinsey Matrix Influences Directional Policy
1. Investment Prioritization
✅ Identifies which business units deserve more investment.
✅ Helps companies allocate resources to high-potential markets.
Example: Amazon invests heavily in AWS (Cloud Computing) due to high industry growth and strong business positioning.
2. Market Entry and Expansion Decisions
✅ Assists in geographical and market expansion decisions.
✅ Helps assess whether to enter emerging industries.
Example: Tesla entered renewable energy (solar panels, batteries) due to high industry potential.
3. Strategic Exit or Divestment Decisions
✅ Identifies low-performing divisions that should be divested.
✅ Prevents financial losses by exiting declining markets.
Example: GE sold its financial services division (GE Capital) to refocus on industrial manufacturing.
4. Balancing Risk and Portfolio Diversification
✅ Encourages a balanced portfolio of high-growth and stable businesses.
✅ Ensures companies avoid over-reliance on a single product or market.
Example: Google (Alphabet) maintains a diverse portfolio of AI, search, and cloud businesses to balance risk.
3. Advantages and Limitations of the GE McKinsey Matrix
✅ Advantages
✔ More detailed than the BCG Matrix - Considers multiple industry and business factors.
✔ Helps with long-term strategic planning - Guides investment, expansion, and divestment.
✔ Balances risk and growth - Prevents over-reliance on a single revenue source.
❌ Limitations
✖ Subjective analysis - Industry attractiveness and business strength are difficult to quantify.
✖ Complex implementation - Requires detailed data collection and industry research.
✖ No direct action plan - Only provides guidance on resource allocation, not execution strategies.
4. Conclusion
The GE McKinsey Matrix is a powerful tool for influencing directional policy by helping companies prioritize investments, expand into attractive markets, and exit underperforming businesses. However, it should be used alongside financial analysis and market research to ensure strategic success.

Causes of Resistance to Change & Strategies to Manage It - XYZ Case Study When XYZ, a UK-based toilet paper manufacturer, implements strategic changes such as staff restructuring and automation, employees may resist change due to uncertainty, fear, and disruption to their work environment. Below are four key causes of resistance and how the CEO can manage them effectively.
Causes of Resistance to Change
1. Fear of Job Loss
Cause: Employees may fear that automation will replace their jobs, leading to layoffs. Factory workers and administrative staff may feel particularly vulnerable.
Example: If machines take over manual processes like paper cutting and packaging, employees may see this as a direct threat to their roles.
2. Lack of Communication and Transparency
Cause: When management fails to communicate the reasons for change, employees may speculate and assume the worst. Unclear messages lead to distrust.
Example: If XYZ's CEO announces restructuring without explaining why and how jobs will be affected, employees may feel insecure and disengaged.
3. Loss of Skills and Status
Cause: Some employees, especially long-serving workers, may feel their skills are becoming obsolete due to automation. Managers may resist change if they fear losing power in a new structure.
Example: A production line supervisor may oppose automation because it reduces the need for human oversight, making their role seem redundant.
4. Organizational Culture and Habit
Cause: Employees are accustomed to specific ways of working, and sudden changes disrupt routine. Resistance occurs when changes challenge existing work culture.
Example: XYZ's employees may have always used manual processes, and shifting to AI-driven production feels unfamiliar and uncomfortable.
How the CEO Can Manage Resistance to Change
1. Effective Communication Strategy
✅ What to do?
Clearly explain why the changes are necessary (e.g., cost efficiency, competitiveness).
Use town hall meetings, emails, and team discussions to provide updates.
Address employee concerns directly to reduce uncertainty.
Example: The CEO can send monthly updates on automation, ensuring transparency and reducing fear.
2. Employee Involvement and Engagement
✅ What to do?
Involve staff in decision-making to give them a sense of control.
Create cross-functional teams to gather employee input.
Provide opportunities for feedback and discussion.
Example: XYZ can form a worker's advisory panel to gather employee concerns and address them proactively.
3. Training and Upskilling Programs
✅ What to do?
Offer training programs to help employees adapt to new technologies.
Provide reskilling opportunities for employees whose jobs are affected.
Reassure staff that automation will create new roles, not just eliminate jobs.
Example: XYZ can introduce digital skills training for workers transitioning from manual processes to automated systems.
4. Change Champions & Support Systems
✅ What to do?
Appoint change champions (influential employees) to advocate for change.
Offer emotional and psychological support (e.g., HR consultations, career guidance).
Recognize and reward employees who embrace change.
Example: XYZ can offer bonuses or promotions to employees who successfully transition into new roles.
Conclusion
Resistance to change is natural, but the CEO of XYZ can minimize resistance through clear communication, employee involvement, training, and structured support. By managing resistance effectively, XYZ can ensure a smooth transition while maintaining employee morale and operational efficiency.

Factors Affecting Financing, Investment, and Dividend Decisions in Private Sector Organizations Introduction Private sector organizations must carefully balance financing, investment, and dividend decisions to ensure financial stability, profitability, and shareholder satisfaction. These decisions are influenced by internal financial health, external economic conditions, market competition, and regulatory requirements.
This answer examines the key factors affecting financing, investment, and dividend policies in private sector companies.
1. Factors Affecting Financing Decisions (How Companies Raise Capital?) Financing decisions determine how businesses fund operations, expansion, and debt repayment.
1.1 Cost of Capital (Debt vs. Equity Considerations)
✅ Why It Matters?
Companies choose between debt financing (bank loans, bonds) and equity financing (selling shares) based on the cost of capital.
Higher interest rates make debt financing expensive, while equity financing dilutes ownership.
Example:
A startup may prefer equity financing to avoid immediate debt repayments.
A profitable company may use debt due to tax advantages on interest payments.
Key Takeaway: Companies aim to minimize capital costs while maintaining financial flexibility.
1.2 Company's Creditworthiness & Risk Tolerance
✅ Why It Matters?
Stronger credit ratings allow companies to secure loans at lower interest rates.
Riskier businesses may struggle to secure financing or face high borrowing costs.
Example:
Apple can easily issue corporate bonds due to its strong financial position.
A high-risk startup may have to offer higher interest rates on its debt.
Key Takeaway: Financially stable firms have more funding options at lower costs.
1.3 Economic Conditions (Market Trends & Inflation)
✅ Why It Matters?
In economic downturns, companies avoid excessive borrowing.
Inflation and interest rate hikes increase financing costs.
Example:
During recessions, companies reduce borrowing to avoid high debt risks.
In a booming economy, firms take loans to expand production and capture market share.
Key Takeaway: Businesses adjust financing strategies based on economic stability and interest rates.
2. Factors Affecting Investment Decisions (Where and How Companies Invest Capital?)
2.1 Expected Return on Investment (ROI)
✅ Why It Matters?
Companies evaluate potential profits from investments before committing capital.
High-ROI projects are prioritized, while low-ROI investments are avoided.
Example:
Tesla invests in battery technology due to high future demand.
A retail chain avoids investing in struggling markets with low profitability.
Key Takeaway: Businesses prioritize high-return investments that align with strategic goals.
2.2 Risk Assessment & Diversification
✅ Why It Matters?
Companies assess market, operational, and financial risks before investing.
Diversification reduces reliance on a single revenue source.
Example:
Amazon diversified into cloud computing (AWS) to reduce dependence on e-commerce sales.
Oil companies invest in renewable energy to hedge against declining fossil fuel demand.
Key Takeaway: Investment decisions focus on balancing risk and opportunity.
2.3 Availability of Internal Funds vs. External Borrowing
✅ Why It Matters?
Companies use retained earnings when available to avoid debt costs.
When internal funds are insufficient, they borrow or raise equity capital.
Example:
Google reinvests profits into AI and software development instead of taking loans.
A new airline expansion may require debt financing for aircraft purchases.
Key Takeaway: Investment decisions depend on fund availability and cost considerations.
3. Factors Affecting Dividend Decisions (How Companies Distribute Profits to Shareholders?)
3.1 Profitability & Cash Flow Stability
✅ Why It Matters?
Profitable companies pay higher dividends, while struggling firms reduce payouts.
Strong cash flow ensures consistent dividend payments.
Example:
Microsoft pays regular dividends due to its steady revenue stream.
A startup reinvests all profits into business growth instead of paying dividends.
Key Takeaway: Only profitable, cash-rich companies sustain high dividend payouts.
3.2 Growth vs. Payout Trade-Off
✅ Why It Matters?
High-growth firms reinvest profits for expansion instead of paying high dividends.
Mature companies with stable profits focus on rewarding shareholders.
Example:
Amazon reinvests heavily in logistics and AI rather than paying high dividends.
Coca-Cola pays consistent dividends as its industry growth is slower.
Key Takeaway: Companies balance growth investment and shareholder returns.
3.3 Shareholder Expectations & Market Perception
✅ Why It Matters?
Investors expect dividends, especially in blue-chip and income-focused stocks.
Sudden dividend cuts can signal financial trouble, affecting share prices.
Example:
Unilever maintains stable dividends to attract income-focused investors.
Tesla does not pay dividends, focusing on long-term growth and innovation.
Key Takeaway: Dividend policies affect investor confidence and stock valuation.
4. Summary: Key Factors Influencing Financial Decisions

Key Takeaway: Companies balance financing, investment, and dividend decisions based on profitability, risk assessment, and market conditions.
5. Conclusion
Private sector companies make strategic financial decisions by evaluating:
✅ Financing Needs: Debt vs. equity, cost of borrowing, and risk management.
✅ Investment Priorities: Expected ROI, business growth, and market opportunities.
✅ Dividend Strategy: Balancing shareholder returns and reinvestment for growth.
Understanding these factors helps businesses maximize financial performance, shareholder value, and long-term sustainability.