17 Nov EFE and IFE Matrices Outline

,

This is the strategic planning study for an Engineering/Planning/Design consulting company – WSP. Use the outline below to answer.

Resource links:

We are WSP – Engineers, Designers, Planners, Researchers | WSP

Investor Relations | WSP

https://aecom.com/

https://investors.aecom.com/

Outline

· Introduction

· Environmental research

· Background

· Issues and challenges

· Business analysis

· Comparison of client’s services with competitors

(Comparison of client’s services with competitors in terms of the four Product Attributes: Utility to client, price, quality, service. With which competitors did you make the comparison? Why?)

Please pick AECOM as the competitor company. Both WSP and AECOM are public listed company in stock market.

· SWOT analysis

(Do a SWOT analysis and make sure this is supported by research, not just a series of opinions.)

· External analysis

· External Factor Evaluation Matrix

(See attachment reading, Think of 20 external factors for WSP)

· Internal Analysis

· Summary of Client interview

(Please summarize the interview from the attachment)

· Internal Factor Evaluation Matrix

(See attachment reading, Think of 20 internal factors for WSP, 10 for strengths, 10 for weaknesses. Write a brief summary of the matrix you created.

You must include the financial performance from the 2021 Annual Report and 2022-2024 Strategic Action Plan, including a calculation and comparison of the 2021 and 2020 NET EARNING, NET REVENUE, EBITDA, etc.)

· SWOT Matrix

(Create a SWOT Matrix based on initial SWOT analysis and both external and internal factor evaluation matrix you just created, include the SO, ST, WO, and WT pairing like the red typed entries in the table from the attachment , with strategic suggestions for improving competitive advantage)

· Conclusion

· Findings

· Recommendations

(As a staff engineer, what would you do to help achieve the company’s goal and strategy?)

Requirement

Use WSP’s website and the attachment as the main study resource. Include all attachments as reference.

12-page in total, not including reference and title page

,

Interview with upper management of WSP

Gray highlights are answers to the questions

· Where are we going? – Vision

· Where do you see your organization/ regional office in 3-5 years?

· Expand capabilities on environmental contaminated sites, not just chlorinated, but other emerging chemicals.

· Expand more in different ways of remediation projects such as oil and gas sectors.

· What about in 10-25 years?

· Petroleum sites are no longer exists in the future, we will explore more necessary business needs.

· What is a big goal that could polarize your team?

· Have smooth work towards sustainable work.

· Profit from more sustainable practices.

· Cleaner energy-based transition in our business and projects.

· One BIG target that everyone in the organization can contribute to?

· Strengthen project management skills

· Enforce client-facing structure

· Mission

· Why do you exist?

· Provide advice, intellectual property and services/compliance for environmental industry.

· Who do you do it for?

· All phase of society, including public, federal, and military.

· Who is your main customer?

· Industrial clients

· What do you do for them?

· Answers/advise services, resource reuse

· Values

· What is in the DNA of our organization

· Project management experience

· Service to clients

· Human resources

· What do you value?

· Project management

· Inclusion/diversity

· What are the cultures and norms of your organization?

· Inclusion of problem solving in all aspects.

· Understanding the value and skill that the staff can provide

· Where we are now?

· What do operations look like?

· Strong – financial/inclusivity/diversity/delivery

· What do staff look like?

· Most of the staff come with technical background, diverse disciplines/cultural background

· What do clients look like?

· Corporate/governmental,

· How else does your organization look different?

· Young/experienced staff population are balanced, in terms of age, cultural and locality.

· What is going to get in our way?

· HR

· Lack of potential candidates/talents, technical staff pool

· Political

· Politically controversial, still some policy is not adapted for the scientifically

· What do we need to do to get to where we want to go?

· Recruiting

· At local, not a national level

· Act earlier

· Time of training/resource to spend on new hires

· Recruiting – know business well to find the best fit, know the expertise, know how to perform as a team

· Learn to say yes or no, answer would be different based on time passed.

· Retaining talent

· Incentives/bonus for referral

· Mentoring bonus internally for helping other staff and retain

· LinkedIn/Online – counting resumes

· Hire outside recruiter – 3-months pay back, most beneficial way. 90% effective with desired candidates overall. 70% effective on principal/senior level. Competitive market within the industry using outside recruiter

,