The external factor which triggered for change in KPMG can be seen in the SLEPT & Porter five forces analysis. Porter five forces analysis shows that there is intense competition within the top five companies and also substitute available for buyers in terms of small to medium size firm were the biggest threat for KPMG. The company’s top competitors going internationally with mergers and acquisitions, increased government regulations and change clients further triggered KPMG to grow internationally. Some of the internal factors which triggered for a change in KPMG are as follows:
- Conflict in the decision-making process issue between management and partners.
- The responsibilities of individuals within the organization were not well defined.
- Control systems were full of paradoxes.
- At lower levels, staff experiences bureaucracy style but at the higher level there was a belief that organization had a poor controls and poor management information to run the business.
- FINDINGS
As companies become more global in terms of scope and scale of operation, they face new challenges, dealing with a multiplicity of regulatory authorities, fiscal regimes, local cultures and operating conditions, etc. The main challenges of KPMG’s international strategy were to develop a coherent approach to deliver services worldwide under the circumstances that there were so many existing and potential clients. Secondly, the major potential growth opportunities were in areas that KPMG do not have well-established practices, such as Eastern Europe, Asia Pacific. The growth rate of KPMG worldwide was not satisfactory. Colin Sharman saw that overall strategic vision and mission of the company must be based upon the resources and competences of the organization and the extent of service industry and market globalization.
GLOBALIZATION DRIVERS
Yip (1992) frame work for assessing the extent of, and potential for, industry globalization can been seen in terms of KPMG.
Collin Sharman saw that globalization was a source of growth for KPMG. With technology, political and regulatory environments changing radically, clients look to consultancy firms to provide the skills and knowledge to give them a competitive edge in their global markets.
By 1997, KPMG undertook some global initiative such as the Project Globe, in order to achieve a consistent international approach in management consulting and to speed up the international development of higher added value consulting projects. Audit 2000 was dedicated to develop a risk-focus audit by integrating elements of strategic analysis into the auditing process. The Global Tax Vision was seeking to provide a consistent international dimension on the tax practice. Thus the major change programme concluded by Colin Sharman was creating a new management structure, move to industry based focus for service delivery to clients, development of specialists. This change was only possible by making clear what the international centre of KPMG was responsible for. And priorities were set for centres which were as follows:
- Knowledge management across the world; and in particular means of ensuring to extend the frontiers of shared knowledge.
- Information technology on global basis not only for purposes of control but also to share the knowledge which will develop.
- Global human resources policies, and, in particular, international partner development.
- Marketing, and, in particular, global image of KPMG and positioning.
- Finance and investment planning.
- Global communication within the firm and outside.
COMPETITIVE ADVANTAGE FOR KPMG
Porter (1985) suggests that firms achieve competitive advantage by conceiving new ways to conduct the activities of the value-chain to deliver superior value to customers, which may be defined as an act of innovation. Organizations such as KPMG whose dependence is on services, plus an increasing intensity of competition and changes in technology, would point to the importance of innovation as a key ingredient for competitive advantage. Indeed, a growing number of researchers suggest that service innovations enable firms to gain competitive advantage (Coyne 1993; Easingwood and Mahajan 1989; Kaplan 2000; Morris and Westbrook 1996).
The model illustrated below will explain how KPMG achieve competitive advantage in response to changes in the environment.
ENTREPRENEURIAL INTENSITY
An entrepreneur is an owner/manager who possesses innovative abilities and makes strategic decisions for his/her firm (Collins and Moore 1970; Miller 1983). In case of KPMG the entrepreneurial intensity or competencies required of the effective change agent were found in the form of Colin Sharman. Colin Sharman with its charismatic leadership style made some changes by facilitating the creation of new team on shared members of both the units and centralizing the different business units into one centralized system. Colin Sharman was closely involved in establishing shared vision, goals, and building on communication and interpersonal relationships. Colin Sharman made sure KPMG shall be the world’s leading accounting and service firm by providing high quality services with significant added benefits that meet or exceeds the client expectations. In Colin Sharman view it was important for KPMG to be clear about the values and the behaviors associated with them. This gave rise to value charter which was launched in the UK partner conference in Birmingham in 1998. The charter consists of ten key values.
MARKET FOCUSED LEARNING CAPABILITY
Innovations arise as the result of perceived and sometimes clearly articulated new opportunities to satisfy customers (Levitt 1960). Service firms pursuing competitive strategy learn from two principal market based sources, namely, customers and competitors. Although the merger negotiation with Ernst and Young (EY) were not successful but negotiation with Ernst and Young (EY) made a significant impact in KPMG. KPMG saw E&Y as a benchmark and started its change process; following were the reason which triggered KPMG.
After the merger negotiation Colin Sharman announced restructuring of the firm to transfer power from national practices to three major regions within KPMG: the US, Europe and Asia Pacific. After the global restructuring KPMG in the US formed consultancy into a separate organization and incorporated it. Cisco took 20% stake.
INTERNALLY FOCUSED LEARNING CAPABILITY
The internally- focused learning capability as a service firm’s capacity to learn through strategic choice, which primarily includes experimental learning (i.e. finding new ways of doing things). In the service industry firm players were broadly similar in size and in their range of resources. There was a need for KPMG to provide a competitive advantage through understanding the business and client needs. KPMG established best practice with regard to the global clients. KPMG brought together international client teams for training and planning. These teams consist of 8-10 key people from around the world and dealing with particular clients. Four global lines of business were also established: financial services, consumer markets, industrial & automotive & information, communication and entertainment. Change reward system & introduction of 20:20 vision in the UK further improved KPMG performance.
RELATIONAL LEARNING CAPABILITY
Exploiting knowledge is a critical component of innovative activities. Though in-house R&D and other forms of learning may be necessary, firms must access and modify external resources in order to develop the capabilities to respond to changing market conditions effectively. In case of KPMG it was done after the merger negotiation with Ernst & Young. KPMG allocated $ 100m a year to develop knowledge management and K-World. K-world was to do with the knowledge sharing through the internet, collaboration with the clients and the ability to communicate with the clients and potential clients.
NEW SERVICE DEVELOPMENT INTENSITY
The notion of newness refers to what is perceived as new by the relevant unit of adoption (Dewar and Dutton, 1986) and the degree of newness reflects the new knowledge embedded in innovations. New service can be defined as the integration of new knowledge acquired by the firm to its service offerings, to create added value directly for the firm or indirectly for its customers. Globally, KPMG recognizes the importance of new service development and in order to serve clients and targets in global market, KPMG has established two Special Focus Groups: the Japanese Practice and Private Equity. Partners and professionals in these Special Focus Groups work across the KPMG global network of firms to address the specific issues faced by these markets.
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CONCLUSION
The model suggests that a firm like KPMG can achieve competitive advantage through the distinctive capabilities in its possession. Distinctive capabilities do not merely accrue to the firm but are consciously and systematically developed and nurtured by the firm’s strategic leaders as in case of KPMG it was Colin Sharman leadership through which KPMG was restructured. Competitive advantage can be gained by creating superior value for customers and can be achieved by performing service delivery related activities in an innovative manner such as K-world.
From the findings there are number of key points relating to success of KPMG, but there are some challenges which further need to be address by KPMG. There are some barriers to globalization. The culture differences between the US and UK, for example the accountancy profession in the US has not gained the standing that it has in the UK. Other issues which KPMG need to address are tax sheltering issues which can create a negative image for the firm and KPMG can loose it trust among clients and new talented people for the company. Small to medium size firms have started gaining market share can be a threat for the service companies like KPMG. The regulation on separation of audit from everything else in some regions can further affect company performance.
RECOMMENDATIONS
Service companies like KPMG need to continuously benchmark companies and develop their strategy according to environmental changes. However following possible recommendation can be helpful for KPMG.
- Managing change and risk using scenarios and other strategic planning tools such as K-world and EDI (Electronic data interchange).
- Acquiring of Cisco 20% stake can be beneficial for KPMG in terms of information and technology. KPMG can take the advantage technical expertise in Cisco and can further develop its knowledge management system.
- Learning of Tacit knowledge from partners in order to understand different culture and changing market. This can be done through workshop with partners, clients and K-world.
- Offshoring of some services to countries with low labour cost can lead to cost effectiveness. Services like back office can be transferred to low cost countries.
- Cultivating leadership qualities most in demand on the global stage. This can be done continuously by KPMG by organizing workshop and sending people to training programs.
- KPMG with strong knowledge management system and new technology support from Cisco can further help in managing & creating virtual teams which can lead to cost effectiveness.
5. REFERENCES
Books:
- JOHNSON,G. & SCHOLES, K (1999) Exploring Corporate Strategy, Prentice Hall Europe
- Michael Porter, Competitive Strategy (1984)
- G. Yip, Total Global Strategy, Prentice Hall, 1995, Chapter 2
Journals:
- Australasian Marketing Journal 10 (1), 2002
- Bank technology News , 2003, 2004 ,2005 annual Deloitte Touche Tohmatsu Survey, January 2006
Databases:
- Datamonitor (accessed on 27th March)
Websites:
- KPMG, www.KPMG.com (accessed on 27th March)
Case Study:
-
KPMG Case Study, JOHNSON,G. & SCHOLES, K (1999) Exploring Corporate Strategy, Prentice Hall Europe
TOTAL WORD COUNT: 2,198
6. BIBLIOGRAPHY
Books:
- Stonehouse, G. Hamill J., Campbell D., Purdie, T. , Global and translational business, strategy and management (2000), John Wiley and Sons Ltd.
Databases:
- Keynote (accessed on 27th March)
- Emerald (accessed on 27th March)
7. APPENDICES
- Competitive Rivalry between big five firms and some co-operation with medium to small size firms and referral in terms of technical expertise from suppliers.
- Buyer having medium to low buying power due to availability of some small to medium size firms, trust and openness of data.
- Availability of substitutes in terms of small to medium size firms.
- Supplier having medium to low buying power with having some technical expertise in terms of human resources.
- Low new threat entrance due to the availability of big, medium and small size companies.
- KPMG interest above personal business agenda.
- Remain courteous and good humoured in all dealings, thus creating an environment where cynicism, oppression and rudeness are note acceptable.
- Pro-active and innovating with clients and respond to needs quickly, effectively and objectively.
- Listen and aim to understand alternative perspectives and put points of view across openly, honestly and constructively.
- Support leader and encourage peers and develop our people.
- Openly and proactively share knowledge.
- Respect all people and contributions they all make to the firm.
- Obtain the facts before making judgements on people or issues.
- Respect own and our people need to balance people and business lives.
- Learn from experience and take time to enjoy company success.
See Appendices, Appendix1-2
See Appendices, Appendix-3