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Buy strategy

Make strategy requires the competitively strong Company position on the market with stable income that can be transferred as investment into new solution / product development. The key value of this policy is in the intensive development of leadership staff along with practical trainings of junior developers (Hewitt Associates, 2005). During the 4 previous years Softline Company has developed several products and solutions, which are on the market nowadays. This time was not the investment into technology only but also the investment in leadership and performers’ staff.

The time and funds invested into this development are expected to be compensated after 2 years of intense team work. It is one of the main issues of make strategy – the funds return comes in a few years after the making process begins. At the time of economy slowdown a quick jump up in performance is crucially important, thus the Buy strategy is a popular approach in this case. There are certain risks including team adaptation and frequent staff roles’ change, but the fresh approach always brings fresh result at the quite short period of time.

Since the November of 2008th, the several leadership positions were re-staffed in Softline Company. The result is in

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splash of internet/ viral marketing activity and customer relation model change. Company got the different positioning on the market and more optional approach to services providing. Nowadays it looks rather as practicing consultancy, R&D agency than simply a development house. Recruitment Policy Today Softline has a resource center in Kiev and four offices in regional cities of Ukraine, and one more in Moldova. Every resource office is ready to expand in order to meet growing demand for resources.

Hiring process in Softline Company is supported by strong HR department and a daughter company that specializes on recruiting services. Retention, career growth and employee satisfaction functions are also fulfilled by the HR department. Currently the extending of staff is frozen due to the economic recession, thus there is no internal plan for additional job tickets to be opened until the end of the year 2009. However, the new department, working with SAP is not staffed completely, thus there are the plans to employ 7 more ABAP and Netviewer developers to work in SAP Department. Training policy

Softline’s policy regarding corporate trainings includes the strict definition of the training type requested and its subject – matter, the overall budget required for corporate training yearly and number of employees that should participate. The information on trainings is posted on internal corporate portal along with information about vacancies. This transparency of opportunities allows sending training requests across organization and staff vacancies with internal resources successfully. Corporate trainings plan is reviewed and approved by the Board of Director every six months with the training budget negotiation.

(Hewitt Associates, 2005) The frequency of appraisal and responsibility for appraisal The average quantity of appraisals submitted for analysis and estimation in Softline Company case doesn’t exceed 15 RFPs per week, however the exception occurred in the case with Trilogy Company. At the time of their close cooperation, Softline received more than 50 appraisals per week. Project development structure adopted by Softline Company puts the respectful responsibility for appraisal on project manager’s shoulders as the person who has the biggest opportunity to interrupt in the process at the beginning level.

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