A Sample of a Case Study
Generally, a case study tries to shed light on a given phenomenon. It does so by thoroughly investigating on the specific phenomenon. Presented below is a sample of a case study of LG. You can use it to learn more of how you ought to write this kind of an academic paper.
Introduction of a sample of a case study
LG is one of the largest electronics businesses in the world. The company manufactures phones, televisions and home appliances among others. Notably, the company operates in more than 39 countries worldwide. The entity’s quest to invest in technology was motivated by the need to manage technical data and information in order to reduce marketing costs and improve security of property rights (Oracle, 2010). However, a major problem in regard to the successful implementation of the Human Resource Management System (HRMS) relates to compliance with government regulations. Government regulations and laws are major impeding factors for the growth of many companies worldwide because they tend to limit inter-transfer and sharing of data and resources.
Implementing global information systems is a challenging task because major problems may arise. This is because of the differences in regard to the nature of markets and demographic compositions. For istance, some markets such as the US are highly homogenous in terms of culture and language, have adequate regulations for a developed economy, a common education system and a single currency. However, the European market is largely heterogeneous because there are different governments with varied legislations (Graham & Woods, 2006). Similarly, Asian and African countries operate under varied frameworks of law. Therefore, the HRMS system is prone to interruptions in regard to changes in laws in countries that have different political systems and regulations. Apart from that, government regulations may impact on other important areas of the company. For instance, LG would be required to consider the fact that governments have the authority to exercise control over trans-border data laws (Bell, 2005). Second, the entity would be required to ensure that vendor regulations and international standards are adhered to. Third, almost all countries have laws to regulate the transfer of data and information (Graham & Woods, 2006). For instance, the main impeding factor for the implementation of the HRMS software in many European countries would be the Postal Telephone and Telegraph Authorities (PTTS).
Apart from impacting negatively on technical issues, government regulations are likely to have an influence on costs. For instance, for a European country with low technological growth, more costs would be incurred to install systems in order to comply with PTTS (Ponemon Institute, 2011). In addition, there would be a need to standardize some systems including network hardware, vendors, languages, operating systems and data architecture leading to more costs. In fact, different regulations and laws require companies to standardize accounting practices and customization of programs to lessen work and taxation difficulties (Graham & Woods, 2006). For example, European countries subscribe to the Pan-European accounting systems to improve on efficiency and reduce the differences in law. However, countries in Africa and Asia have heterogeneous accounting systems, which make it more challenging to implement the HRM system (Ponemon Institute, 2011).
In this case, the use of a central repository for data further complicates the issues at hand in several ways. First, the inter-transfer of data would be faced by major obstacles in regard to inter-border laws. Second, the fact that LG aimed at managing all its workers from a global platform from all its 114 subsidiaries in about 39 countries in the world means that it would be required to meet various regulations and requirements of law (Ponemon Institute, 2011). Although the company sought to improve efficiency and attain effective global reporting technologies, the underlying difficulties in regard to compliance with regulations are more likely to limit its success. The idea of a single repository using the Oracle-based system would lead to additional difficulties because the company aims at distributing and executing HR functions and policies uniformly in all its subsidiaries.
Tool for Analysis
The Bell-lapadula model is the most effective tool that can be used to analyze the case at hand. Already, the above section has identified that the most evident problem in regard to management with technology is compliance with regulatory bodies. A Bell-lapadula model is a state machine that regulates access to data through defined control rules on certain objects and subjects in a computer system (Bell, 2005). Notably, the tool focuses on the importance of data security concerning classified objects. Ideally, it involves the movement of data from a secure location to another within the system. The fact that this tool is able to classify data means that it would be the most appropriate to analyze LG’s case concerning the use of Oracle-based system to manage workers. One of the most essential features of the tool is Mandatory Access Control (MAC) (Bell, 2005). This is a concept where all important information is sent to a central authority as opposed to individual owners. Therefore, it would be easier for the company to manage compliance issues as a central repository would avail all the required data. Importantly, the principle of least privilege requires that all classifications of data remain unchanged (Ponemon Institute, 2011). Consequently, the possibility that data may leak or tampered with during the process of oscillations is reduced (Bell, 2005). More importantly, the tranquility principle does not allow changes in the objects during day-day operations or in the company’s policies. As a result, cases of data loss and distortion would be eliminated to a large extent (Bell, 2005). Consequently, it would improve compliance with regulations and avoid cases that would attract suspicion such as tax evasion (Ponemon Institute, 2011). Although data confidentiality is guaranteed, chances are high that data integrity may be compromised, thereby causing legal issues.
There are several solutions that LG can adopt to improve accountability and transparency. First, the company may consider setting up organizational standards and procedures or a set of policies that govern various sets of data, hardware and software. In particular, a global dictionary for data would be the most effective standardizing tool. However, it would be paramount to consider the cost-effectiveness of such a dictionary or the number of systems that may require upgrading in order to suit the process of standardization. In this regard, it is appropriate to ensure that the software vendor has the capability to create systems that have multiple languages in order to reduce the cost of translation or duplication.
Second, it is necessary for LG to empower the Chief Information Officer (CIO) and make the position separate from all the others in the firm. Notably, the CIO performs a high-risk task because his/her role is highly connected with IT (National Computing Centre, 2015). As new information systems emerge, the CIO is required to come up with procedures of maintaining the flow of information as well as mitigating the risks that may occur. Additionally, the CIO must ensure that the increase in cost due to purchase of new systems and equipment is followed by an increase in the overall level of the profits in the company. However, the task of being both a manager and a technician would be quite challenging for the CIO. Therefore, separating duties and functions would work for him/her. Moreover, allowing the CIO to concentrate on managing the flow of data would require him/her to use video, audio, data and computer information on a regular basis (Ponemon Institute, 2011). Furthermore, quality and price are some of the main factors that the CIO must consider for overall effectiveness. For instance, due to the underlying problem of differing regulations concerning data security, the CIO is responsible for determining the number of countries that can be connected on the same grid. In addition, he/she must consider regulations on safety, database usage and protection of rights. LG, being a large electronics manufacturing firm, should also invest in hiring an international carrier or a consultant in order to function well in foreign markets (Ponemon Institute, 2011). There is evidence to show that international organizations tend to decentralize their functions within their first years of operations in a foreign country (Bell, 2005). However, LG should not adopt this strategy as it would not be cost-effective in the long-run. In other words, it would lead to incremental costs in the future as the company seeks to centralize again.
Third, it is vital for LG to consider educating and training managers and workers to function on a globalised scale. In particular, management should adopt a strategy that is able to handle international issues. For instance, the training program should focus on organizational structures, countries and industries. Additionally, workers should be educated on the impacts of new systems on cultures, monetary, legal and ethical issues (National Computing Centre, 2015). At the same time, there should be courses to train workers on how to effectively and efficiently employ the use of technology to enhance global organization (Bell, 2005). Some of the specific areas to be addressed in the training program would be telecommunication infrastructure, trans-border restrictions on data flow, vendor selection, data security, quality and pricing of technologies.
Fourth, apart from the above alternatives, it would be prudent if LG conducts more internal recruitments and hiring from within to avoid legal hustles. Notably, online recruitments would be disadvantageous as they would require the company to comply with each country’s laws and regulations (SRM foundation, 2016). For instance, Indonesia is one of the countries that do not recognize the concept of part-time workers (SRM foundation, 2016). Therefore, all workers should be accorded equal opportunities and fair remunerations despite their working hours. In addition, the anti-migration laws in different countries of the world may impact heavily on workers’ management, especially for LG which has adopted a central system.
Based on the above alternatives, the most appropriate solutions for LG would be to increase opportunities for training and redefine the roles of the CIO. In fact, these two alternatives complement each other in the sense that training would foster the effectiveness of the CIO in regard to his/her key roles and objectives in the organization (National Computing Centre, 2015). For instance, through training, the CIO is likely to learn more about his core roles and work towards reducing loopholes that may lead to non-compliance. Additionally, he/she is likely to develop skills in assessing quality and price for technologies to make sure that they can be justified by the overall organizational profit.
The successful implementation of the proposed recommendations would take place in a period of one year. There are a number of steps that should be followed. First, LG should identify the gaps and needs among the managers and workers in regard to knowledge about data transfers and security. Second, after identifying the needs, LG should match the trainees with the most appropriate educators. In fact, experts from the best performing firms would be the best choice. Third, all workers including the CIO should be allocated responsibilities that match their levels of training. Fourth, performance evaluation tests should be conducted 6 months after the implementation process.
In conclusion, the main problem concerning the company under discussion relates to compliance with regulatory bodies. In order to ensure maximum data security and continuous flow, it is recommended that the role of CIO be separated from the other managers to allow him/her ample time to concentrate on pertinent issues. Importantly, LG should endeavor to train its workers, especially IT managers to improve their knowledge about the operation of the new system. Improving knowledge concerning the roles of workers is paramount because it enables them to function effectively and within the legal boundaries. In addition, training enhances workers’ assessment concerning pricing and quality of information systems, which would contribute to the overall success of the company. The training program should run for a period of one year and thereafter an evaluation to be conducted after six months. However, management has the authority to change the training program in order to fit the current demands during the year. In fact, the implementation may vary depending on the immediate needs of the organization.
Bell, D. E. (2005, December). Looking Back at the Bell-La Padula Model. InACSAC (Vol. 5, pp.
337-351). Retrieved from https://www.acsac.org/2005/papers/Bell.pdf
Graham, D., & Woods, N. (2006). Making corporate self-regulation effective in developing
countries. World Development, 34(5), 868-883.Retrieved from http://www.uio.no/studier/emner/annet/sum/SUM4022/h08/Graham.pdf
Johnstone R, Sarre R (2010). Regulation: Enforcement and Compliance. Retrieved from
National Computing Centre (2015). IT Governance Developing a successful governance strategy
A Best Practice guide for decision makers in IT. Retrieved from https://www.isaca.org/Certification/CGEIT-Certified-in-the-Governance-of-Enterprise-IT/Prepare-for-the-Exam/Study-Materials/Documents/Developing-a-Successful-Governance-Strategy.pdf
Oracle (2010). Case Study: LG Electronics Improves HR Management by Consolidating on a
Single Global HRMS. Retrieved from https://www.top10erp.org/oracle-e-business-suite-lg-electronics-case-studies-22
Ponemon Institute (2011). The true cost of compliance. Retrieved from
SRM foundation (2016). Future global trends affecting your organization. Retrieved from
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