Welcome to the land of Happiness is our motto Lottoland is an

“Welcome to the land of Happiness” is our motto. Lottoland is an online betting company which offers to bet on winning lottery numbers such as Euro lotto and other lotteries around the world.

The company I work for is Lottoland Ltd. Our company is working actively across four continents and has over 9 million customers. This makes Lottoland one of the most successful start-ups in Europe. Moreover, the company is actively providing income by employing more than 350 employees across its branches. I can class the company in Private sector as it is privately owned and controlled business, with its stakeholders as well as the company’s main function, is to make a profit.

Organizational structure – divisional and Matrix, a bit of both.

HR Function. Working in a private sector HR can make autonomous decisions and focus more on strategic goals. People Operations, we are complex HR, we provide many functions within our organization starting from processing payroll and employee benefits. As a private business, we recognise employees as stakeholders with investment in knowledge, skills and engagement.

(AVADO, 2019)

We are transferring from immature to mature organization. Saying that I think it is because immature organizations generally not planning beforehand. The processes are followed rigorously or even enforced. As in another hand, Mature organizations are managing development, they are maintaining processes, which are communicated effectively to all employees. We, as People Operations Team, are in the process building workgroups and establishing a culture of professional excellence as well as shaping the workforce.

Adult to the adult way of approach is the way how we are dealing with the issues internally and externally.

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The Priorities: We concentrate on our strategic goals. As mentioned earlier, our business first Strategic goal this year is to Invest in People. Which involves priorities such as Recruit best talent – nowadays the talent pool is bigger than it used to be before. As we are a global company we recruit globally. We always are looking at how to improve employee wellbeing. We are looking into how good is employee engagement in the company’s culture, with this in mind it increases higher productivity and better teamwork, and of course, collaboration.

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Different HR Models and their impact on the HR agenda

As we all are aware that the way we work and the environment we are working in changes so rapidly. In the company I work in, the organization itself is flexible and therefore I believe, if to apply HR models we use a mix of different models. I think we use Ulrich’s 3 legged model and Harvard Model.

Ulrich’s 3 legged model splits into 3 submodels – Shared services, Business Partners and Centres of expertise. Shared Services includes all administrative tasks which are covered by People Operations Coordinators (myself including). Within the business, we use the Employee Self Service (ESS) and Manager Self-Service (MSS) system where our employees can undertake many HR related activities themselves via Cezanne HR – our HR portal. This system allows Managers to review their direct employee absences, timesheets and approve employee requests etc. In our organization, we have People Partners who coach and mentor managers on strategic development, change management and organisational design. The Centre of Expertise in our organization covers Recruitment and Office management.

Harvard Model is the second HR Model we use in our organisation.

This model takes into consideration the policies used within the business, which are influenced by the interests of employees and the factors that potentially can affect it. This model identifies Situational and Stakeholder factors and how they can affect the business and People Operations (HR). These factors feed through the HR policy choices then HR outcomes such as commitments and self-effectiveness. After that comes long term consequences – Individual and Social well-being and Organisational effectiveness.

The two internal factors that impact our HR agenda is Business objective and Organisational structure.

Business objective number one is to Invest in People. The impact is quite clear – we as People Operations team are main to deliver this strategic goal. Invest in People for us as a business means to remove all barriers to employee self-development, empower them to become the very best they can be and foster a culture of courage, self-belief, and individual ownership for the success of the business (Lottoland 2019)

The Organisational structure on another hand means that if our company is growing then our CXO team will make different HR plan for organizational success. It will include the recruitment of new talented employees. Alternatively, we will train existing employees more efficient through better training. As in opposite way, if the business will go through a bad time the management will make a different HR plan, for example, reduce HR related expenses or in the worst case – redundancies can take a place.

“[HR] is ideally placed to be able to gauge, understand and help change organisational culture, the critical aspect to corporate responsibility that is often summed up as how we do things around here. Organisational culture runs through all aspects of a business and, in acting as its guardian, HR can act as a mirror of conscience to the rest of the organisation.” CIPD 2019

There are many external factors that impact our organisation and HR department.

Technologies are changing so rapidly that not all companies can cope with that. It comes with the cost of purchasing new technologies, afterwards training employees to use them. A good sign of having new technologies is that it allows us to improve the user experience for current products as well as innovate new products for our customers. This also allows employees to be flexible regarding the location of the work.

Legislation – Changes in regulations and legislation is one of the biggest issues we must stand. Another business objective is to expand into new Markets. To enable this the business must be licensed before starting the business in that particular country. We must comply with many different legislation, by not following the law comes huge fines which potentially can damage a company’s reputation or closure of the business entirely. As an impact to HR, to remain compliant it means that employees must be made aware of the changes in the legislation i.e. training in Compliance and regulations must be provided, as well as updating current policies or adding new ones is required. Looking around what is currently happening I can be certain only about one thing, the Law can change at any time and we must be ready for any changes coming towards us.

Environmental factor – As regarding the Location and the weather, our business is in a great location – Gibraltar. Here is sunny most of the time of the year. This factor opens a bigger pool of employment. However, as many might mention, due to the Brexit uncertain situation, potential employees are afraid to relocate, to start new ventures because they do not know how the change of legislation will impact them.

As an impact on HR, it is to have professional recruitment team in place to ensure we do recruit most Talented employees available. Also, we need to have a plan in place i.e. potential Visas in case if border will be closed and the costs attached to it need to bear in mind. One of the uncertainties of Brexit is Gibraltar and Spain border. Even now I can feel the difference in the time it takes when I am crossing the border. Potentially it may mean a change in the location of the office. We must have a plan in place that we can react to Brexit decision either way. This potentially can make a huge impact on the business.

These are internal factors where we as a business have some control over it.

SWOT analysis is a strategic planning tool or technique used to help the business identify:

Strengths – Culture, Product, Location, Forward thinking leaders and Benefits.

Weaknesses – Location, Flexibility, Training.

Opportunities – Culture, Creativity across functions, Skill upgrade, encouraged to progress

Threats – Retention, Poor Management, Lack of career plan

PESTLE analysis is a tool used to identify external influences that may impact on the business such as:

Political – BREXIT, Gibraltar / Spanish border.

Economical – Exchange rates, Taxes

Socio-Cultural – Population shifts (age), Immigration, Cost of living, Reputation

Technological – keep up with technology development, ability to work from anywhere

Legal – Law, Licensing.

Environmental – Air quality, natural disasters

PESTLE SWOT

Advantages Disadvantages Advantages Disadvantages

Can be applied to a range of functions Provides data that dates quickly and should be completed often Internal factors – have some control over it. Don’t have control over threats.

“Looks” in the bigger picture Potentially oversimplified data Can address weaknesses and take advantage of strengths Difficult to address uncertain factors

Easy to use Decisions are subjective as potentially based upon assumptions Can be used without the expense It doesn’t prioritise issues

One of the similarities is that both analytical tools are required for strategic planning. SWOT analysis “Threats” section usually is linked from PESTLE analysis. They can be used to assess competitors just at different angles. Weaknesses can be another similarity as it makes an impact on the organization externally.

Difference between both analytical tools is that SWOT is used to analyse internal and external factors, however, the PESTLE analysis more concentrates on external factors only. Strength and weakness are internal factors that affect the organisation. On the other hand, opportunities and Threats are external in nature. In identifying the stated elements, a company can easily make an informed decision given the above-mentioned information. The strengths and weaknesses are within the control of the organisation. Hence, the management of Lottoland should maximise the strengths and accept weaknesses and use it their advantage to counter competition.

As mentioned in the table above, PESTLE analysis views in the bigger picture. External factors are beyond the control of the company, they comprise law, inflation among others. Having proper forecasting techniques aid in averring the effects of inflation.

As another difference I can mention that SWOT analysis potentially can generate plenty of ideas, however, cannot offer alternative decisions on which idea is the best. Also, not all the information might be useful.

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The five-step of the process in strategy formulation implementation for developing strategies in an organization are:

1. Gathering and Analysing information – First of all, as a business, you need to understand your company’s mission statement and to answer why your company exists, In this stage, analytical examine tools such as SWOT or Porter’s Five analysis, for example, will help to understand the issues that can affect your objectives and the business goals overall. Also, the business needs to understand what resources the business currently holds to achieve goals and objectives set.

The HR department is the only department who has access and have a direct impact on all the employees of the business. (CHRM 2019). From an HR perspective, we need to understand the budgets to provide sufficient resources. The analytical tools will help to understand what difficulties we could face and what are our current strengths.

2. Formulation – by now information is gathered from the analysis completed in the previous step. Knowing the issues, these issues should be prioritized by their importance to business success. Now is the time to formulate the strategy, bearing in mind to have an alternative approach in each step of the plan. The clear purpose is well needed i.e. what you are hoping to achieve. This will help draw the picture of what the business should look like in five or ten years time.