6-2 Assignment Goal Statement/ Objective Actions/ Initiatives Measures Targets Timeframe Based on

6-2 Assignment

Goal Statement/ Objective

Actions/ Initiatives

Measures

Targets

Timeframe

Based on Internal Strengths Analysis:

Enhance employee dedication by implementing a more efficient internal communications plan that establishes a connection between the brand and the firm (Schlegl &Tagliamonte, 2021).

Throughout the organization, create a recognition program; also, give brief sessions that would present and explain the program.

Employee satisfaction scores.

15% improvement in employee satisfaction scores.

Within the next year.

Based on Internal Strengths Analysis:

Introduce cross-skill training for various employees to make adjustments and flexibility in responding to various product lines.

Develop training streams that cut across the design; ensure that cross-training is conducted frequently; track meeting attendance.

Design and implement training strategies that facilitate the transfer of personnel across different modules. Provide training to employees to enhance their skills for these transfers (Schlegl &Tagliamonte, 2021). Monitor and ensure proper arrangement and attendance of training sessions.

Participation rate; versatility in roles handled.

Within 12 months.

Based on Internal Strengths Analysis:

Set up leadership training to grow managers within for future managerial purposes.

List promising candidates; create teaching and training schedules and material; monitor outcomes.

Internal promotion rate for managerial positions.

The internal advancement rate for managerial jobs is 20%.

Within 18 months.

Based on Internal Weaknesses Analysis:

Implement an expanded Cultural Competency Training Program for staff to enhance the company’s standing in global marketplaces.

Develop training materials for organizational culture training that incorporate training sessions and the assessment of cultural sensitivity.

Certification rate.

90% employee certification.

Within 12 months.

Based on Internal Weaknesses Analysis:

Develop training materials for organizational culture training that incorporate training sessions and the assessment of cultural sensitivity.

Create onboarding materials; assign mentors to new hires; track turnover rates.

Employee turnover rate.

Reduce turnover by 20%.

Within 18 months.

Based on Internal Weaknesses Analysis:

Organize trainings; stimulate employees to suggest ideas; to monitor the new product introduction.

Organize seminars, advertise intellectual challenges, and oversee product advancements (Schlegl &Tagliamonte, 2021).

Number of new products launched.

10% increase in new product launches.

Annually.

Based on External Opportunities Analysis:

Launch an International Training Program that would be applicable in different new market locations.

Create training materials; schedule training sessions; ensure readiness assessments.

Readiness before store openings.

100% readiness before each new store opening

Within the next two years.

Based on External Opportunities Analysis:

Coordinate small-scale health clinics and other initiatives aimed at promoting employee well-being, hence fostering the consumption of healthy products (Schlegl &Tagliamonte, 2021).

Create content of each workshop; timely planning of sessions; monitoring and recording of attendance.

Participation rate.

80% staff participation.

Within the first year.

Based on External Opportunities Analysis:

Create an operational framework to establish clear roles and responsibilities in strategic alliances, which will necessitate providing partnership management training to those engaged in these activities.

Create codes–step training initiatives; facilitation of partnership training; assessment of partnership performance.

Number of successful partnerships.

Negotiate and deliver not less than three new partnership that will meet the intended recipients satisfaction.

Within the next year.

Based on External Threats Analysis:

Implement competitive intelligence sessions within the marketing and selling departments to improve knowledge of competitors’ initiatives (Robertson, 2023).

Revise competitive intelligence assets; provide training; monitor analysis activity (Schlegl &Tagliamonte, 2021).

Number of market share analysis reports.

15% increase in market share analysis reports.

Within 12 months.

Based on External Threats Analysis:

Create a customer service improvement initiative, which aims at handling the dynamics of customer trends and preferences in the market (Robertson, 2023).

Develop customer service training; gather customer feedback; track satisfaction scores.

Customer satisfaction scores.

10% improvement in customer satisfaction scores.

Within 18 months.

Based on External Threats Analysis:

The implementation of metrics that assess the economic resilience and financial literacy of employees is recommended in order to maximize cost efficiency during periods of contraction in the business cycle (Robertson, 2023).

Provide resources for financial literacy, run training courses, and keep an eye on attendance.

Participation rate.

100% staff participation.

Within 12 months.

These goal statements align closely with Tim Hortons’ strategic objectives and are meticulously developed to ensure they contribute to the Learning and Growth aspect of the balanced scorecard, with a focus on Human Resource Management (HRM). By promoting concepts such as employee training, employee development, cross-training, and leadership development, Tim Hortons is strategically positioned to foster a robust team of diverse and motivated employees. All goals are formulated with the intention of being explicit, quantifiable, achievable, relevant, and time-bound (Daddey & Newton, 2021). This ensures that the goals not only address present organizational issues but also strive to preserve the competitive advantage of the company in the future. Tim Hortons is implementing strategic plans to improve its human resources capability, operating productivity, and organizational performance. These plans are designed to address the challenges and innovations that may impact the long-term resilience of the restaurant chain.

References

Daddey, F., & Newton, R. (2021). –Financial Decisions and Risk Management. Fundamentals of Business. https://openresearch.ocadu.ca/id/eprint/3974/1/Childerhose_Buffy_2023_MDes_SFI_MRP.1.pdf

Robertson, S. K. (2023). Board of Tim Hortons franchisees resigns; Parent company sent termination notices to owners who spoke out about declining profits. Globe & Mail (Toronto, Canada), B6-B6. https://go.gale.com/ps/i.do?id=GALEA741614838&sid=googleScholar&v=2.1&it=r&linkaccess=abs&issn=03190714&p=AONE&sw=w

Schlegl, L., & Tagliamonte, S. A. (2021). ‘How do you get to Tim Hortons?’Direction-giving in Ontario dialects. Canadian Journal of Linguistics/Revue canadienne de linguistique, 66(1), 1-30. https://www.cambridge.org/core/journals/canadian-journal-of-linguistics-revue-canadienne-de-linguistique/article/how-do-you-get-to-tim-hortons-directiongiving-in-ontario-dialects/EEE2C7138C5A923FF3E07837167A9581