Running head: Solving a Business Problem 1

Solving a Business Problem

of RPZ Marketing

Adrian-James Barrera

Developing Business Thinking (BUS 3007)

Professor Gary Tanner

July 9, 2017
Running head: Solving a Business Problem 2

Introduction

This research paper identifies the concern of RPZ Marketing and its lack of resources to

sustain viable services to clients. In detail, first this paper will emphasize the business problem of

RPZ Marketing. Provided that, identifying this problem poses as an obstacle to the success of the

company. To clarify, second will describe why this Problem is a distinguished obstacle. For the

purpose of, explaining why this Problem is important to RPZ Marketing. Further, third will

express eight-benefits of solving the Problem, under the condition that the Problem is solved.

Forthwith, three alternative solutions identified from the research are summarized. In addition,

an emphasized evaluation of the identified alternative solutions is briefly explained. And overall,

a conclusion of the recommended solution for RPZ Marketing is summarized.

Identifying the Problem

Notably, the lack of resources to develop employee skill within RPZ Marketing is a

distinguishable problem. As an illustration, in the Human Resource scenario of RPZ Marketing,

Carmen Alongway the Human Resource Director stated, “we’re working on a plan to restructure

our teams from Genaflek and RPZ Social Media analytics” [1]
. In addition, the response Carmen

received from another staff member was “whatever decision we make needs to make it easier for

me to assign resources. I have not been able to schedule consultants to clients effectively” [1]. For

this reason, the importance of identifying solutions for the lack of resources such as, skilled and

competent employees is evident. With this in mind, in our present age “employees are valuable

assets and are considered more important than the intangible and physical assets of the

organizations” (Cherian & Farouq, 2013). With this in mind, and despite out ever growing

technology and access to information, human resource (HR) is “biggest assets of an

Running head: Solving a Business Problem 3

organization” (Cherian & Farouq, 2013). To clarify, HR is defined as the placement, training,

and development of employees (Cherian & Farouq, 2013).

Distinguished Obstacle

To enumerate, the lack of resources of RPZ Marketing is a distinguished obstacle.

Forthwith, beyond the strengths of RPZ Marketings’ services (social media and traditional

marketing) are potential weaknesses and challenges. In fact, micro-inequities and the lack of

inter-organizational relationships are key blockers for company growth. With this in mind, the

lack of resources to develop employee skills within RPZ Marketing is a major problem, implying

that human resource is responsible for developing employee skills and competencies, for the

purpose of improving organizational performance. Significantly, this entails HR staff members

to have the “knowledge about and advocacy of people” (Heathfield, 2016) by “fostering effective

methods of goal setting, communication, and empowerment through responsibility” (Heathfield,

2016), for the purpose of maintaining organizational culture to develop the atmosphere in which

people have the “competency, concern, and commitment to serve customers well” (Heathfield,

2016).

Moreover, human resource accounting (HRA) is “the process of identifying and

measuring data related to human resource and communicating this information to interested

parties” (Cherian & Farouq, 2013). To clarify, HRA is the primary purpose of the human

resource function. As an illustration, RPZ Marketing continuously encounters problems related

to customer satisfaction. With this in mind, adopting methods of HRA for the purpose of,

enhancing employee skills and abilities may prove beneficial for meeting the expectations of

both clients and stakeholders.

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Expressed Benefits

Granted, human resource professionals train employees of RPZ Marketing, for the

purpose of improving employee skills and effectiveness, eight-key benefits may be achieved. In

sequence: one, it will improve the effectiveness and efficiency of the present merger; two,

increases awareness of company services, values, and mission; three, increases employee skills

and abilities; four, it is beneficial when problems arise for the purpose of adapting to immediate

changes; five, encourages inter-organizational relationships; six, decreases micro-inequities

within the organization; seven, allows adherence of company values; and eight, provides

rationale for leaders to successfully meet organizational goals.

To enumerate, the major problems with employee development would be the ever-

evolving paradigm of individuals. Identically, how leaders may adapt to support the individuals

involved within the business. I believe behaviors are a reflection of the corresponding individuals

thoughts, feelings, and emotions. With this in mind, I recommend to develop techniques that

support the overall paradigm of groups within the organization. Under those circumstance will

encourage company growth, develop inter-organizational relationships, and reaffirms the eight-

key benefits.

Alternative Solutions

On the contrary, under the circumstance employee development is not established, two

alternative solutions can be initiated. One, outsource tasks to third-party companies. For the

purpose of, rectifying the lack of skills and abilities to sustain viability. Equally, RPZ Marketing

may develop innovative ideas by using technology such as, software for employees (who lack
Running head: Solving a Business Problem 5

particular skills or abilities to complete clients request) to input information provided by clients

and in effect, developing an organized marketing structure for the clients to use.

Evaluation of Solutions

To enumerate, outsourcing task to third-party companies may be beneficial. Under the

condition that, individual who understand the business are staffed and effective uses outsourcers

as a way to reduce the cost of the human resource function and to draw on expertise that is not

easily built into the organization is achieved (Susan Albers Mohrman and Edward E. Lawler,

1997). With this in mind, RPZ Marketing will resolve the lack the resources that is hindering the

company of providing the necessary services to clients. On the contrary, RPZ Marketing may

incur an increasing amount of expenses by initiating the outsourcing solution.

Identically, RPZ Marketing may use modern technology to strengthen the company

service structure. In other words, effectively utilize information technology to support the

development of organizational capabilities and competencies and of individuals' careers

(Mohrman and Lawler, 1997). In addition, a computer-based human re-source management

system may be developed, and in effect frees human resource organization from the day-to-day

management and administration of the human resources in the organization (Mohrman and

Lawler, 1997). With this intention, RPZ Marketing may improve its organizational structure, as

well as strengthen organizational performance, effectiveness, and execution of services to its

clients. Notably, by strategizing to integrate performance management practices, using modern

technology may undoubtedly be RPZ Marketing’s best alternative solution.

Running head: Solving a Business Problem 6

Conclusion

All points considered, the lack of resources RPZ Marketing has is absolutely a

distinguished problem. However, if employee development does not prove to be successful for

the purpose of improving the services rendered, then alternative solutions such as outsourcing

tasks or the use of modern technology to improve organizational performance may prove to be

equally beneficial alternative solutions.

For the most part, I believe employee development will be the area of interest. With this

intention, my eight-key points are valid assumptions of benefits to the problems, ideas, and

decisions related to identifying additional resources for employee development of RPZ

Marketing. And as a provided benefit an incorporated structure for leaders to use successfully is

obtained.
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Reference:

1. Capella University (Producer). (n.d.). Human Resource Scenario [Video file]. Retrieved
July 09, 2017, from http://media.capella.edu/CourseMedia/BUS3004/human-
resources_video/BUS3004_human.asp

2. Heathfield, S. M. (2016, October 12). Know the New Roles of the HR Professional?
(TheBalance.com, Ed.). Retrieved June 14, 2017, from https://www.thebalance.com/the-
new-roles-of-the-human-resources-professional-1918352

3. Cherian, J., & Farouq, S. (2013). A review of human resource accounting and
organizational performance. International Journal of Economics and Finance, 5(8), 74–
83.performance. International Journal of Economics and Finance, 5(8), 74–83

4. Mohrman, S. A., & Lawler, E. E. (1997). Transforming the human resource function.
Human Resource Management, 36(1), 157-162. doi:10.1002/(sici)1099-
050x(199721)36:1<157::aid-hrm25>3.0.co;2-7