CORPORATE STRATEGY & HRM

EXAM

                                                         Final Project

                                                           

Student:  Jeanette-Alexandra Smith

(1406444)

ALBA: MSc in Strategic HRM

Professor: Dr. Kyriakos Kyriakopoulos

ATHENS – VOULIAGMENI

MARCH 2008

Questions

  1. Assess the key resources and capabilities of Ducati.  Compare them with the resources & capabilities of Honda.

Ducati’ sTangible & Intangible Resource Analysis

             

              Honda’ s Tangible & Intangible Resource Analysis

In viewing Ducati’s firm in regard primarily to its tangible resources, it can be observed that the business relied heavily on outsourcing. Transferring the production structure to suppliers involved decreasing fixed asset investment, yet was considered necessary to lower costs, improve quality and product control while being flexible to market changes. Thus depending mainly on third-party companies the manufacturing process became an assembly line where motorcycle parts were composed.  Moreover despite liquidity problems until the mid nineties, since 1996 revenues had increased by four times.

Other tangible resources include the location of Ducati’s factories headquarters, in a dense motorcycle industry area in Bologna, along with the museum, the stores and production facilities (which were recently redesigned as a little theme park).

Furthermore, Ducati’s intangible resources were quite strong. Although most production activities were outsourced, investment in R&D remained heavy within the company and involved employment of top ranking engineers and designers. In particular Ducati retained a technical signature, the Desmodromic valve distribution system. This “Desmo system” was a technological innovation and represented the soul of Ducati. Motorcycles produced demonstrated performance, comfort, reliability combined with style and an aesthetic expression. Since 1996 the company’s reputation was ranked among the highest with great brand loyalty in major European Markets.

In regard to human resources of the firm, top management involved personnel who were committed, talented, passionate and able to relate to the culture and values of the company while implementing employee training programmes.

Ducati’s capabilities involved cross functional product development teams, meaning the R&D department collaborated with the racing division but also with the marketing department. Moreover, the engineering team although being highly skilled, still operated with external sources of technical skills and mechanical innovations. Design activities were part of an internal design division, the Ducati Design Centre.

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            In the marketing area, due to the aforementioned corporate functions,                                                                                          

            effectiveness in responding to market trends and launching new products was                              

          ...

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