Introduction
Evaluating the processes of a specific company with a focus on the assessment of its organization, aim, and other factors of operation is an exercise that influences the definition of structures of its work activities expansively. Yorktown System Group is a section of military corporations that has its inspiration rooted in the previous battle of the Revolutionary War (Dulebohn & Hoch, 2017).
The capability of the organization’s business strategy, however, was not usually a missed assumption. The battle of Yorktown includes delivering resources at the right place within the right time to the group’s individuals who are determined to achieve success (Dulebohn & Hoch, 2017). As an object of this research, the Yorktown System Group will be analyzed. Examining the operations of this organization involves studying its primary growth segments, its arrangement, the functions it realizes, and the features of the execution of technological innovations.
Organization Description
Yorktown Systems Group is a private American professional services corporation that was established in 2008, with its headquarters in Huntsville, Alabama. The company’s main business is offering customized resolutions and administrative capabilities to assist Civil and State companies in realizing their objectives in areas of education and training, language and cultural studies, modeling and imitations, management assessment, administrative and incorporated logistics services (Alti & Almuhirat, 2021).
Yorktown System Group’s company structure is hierarchical but with adjustments that align to commerce flexibility and responsiveness to international marketplace alterations. Due to such corporate organization, the firm is able to continuously develop solutions to help the public and governmental enterprises solve their complex and challenging issues. Consequently, its company structure permits the milestone of Yorktown Corporation’s business mission and vision statement that affirms the strategy of the administration in offering training and equipment to soldiers prior to deployment (Alti & Almuhirat, 2021). An enterprise’s organization is the concrete manifestation of company policy fundamentals that impact how numerous elements of the business complement and function as a unit.
Structure of Yorktown Systems Group
Yorktown Corporation has a well-designed organizational structure that aligns with the army doctrines. The company has a functional hierarchy that resembles the type suggested by scholars, such as Harris and Nguyen (Roulston & Choi, 2018). The Yorktown Company’s corporate arrangement is usually flat, equated to several firms that inhibit the functional hierarchical organizational framework. For instance, in Yorktown Inc.’s company plan, all the primary managers directly report to the senior managers (Davis et.al, 2018).
Such a business framework maintains a strict order design, which minimizes the administration level to influence concerns on the belief of centralization. The organization’s corporate structure aims to deliver set objectives and drive the organization towards realizing its operational function. Therefore, Yorktown’s structure relates to the actions performed to undertake effective high-level procedures.
High Level Process
One of the high-level procedures realized by Yorktown Inc. is the training and retention of its consumers. The company’s dynamic strategy to human resource (HR) has achieved the attraction of numerous factors, positive and negative. Furthermore, the approach is connected to Yorktown’s success in retaining prime employees and realizing a high-performance culture. The technique of training firm employs is usually regarded as radical. However, it addresses all the concerns of its consumers during their operations in the turbulent global marketplace. Similar to other companies in the international business platform, Yorktown Inc. has managed to address shared performance administration challenges.
Correspondents to the Research
The study research conducted was centered on the consumer satisfaction relating to the services offered by Yorktown Systems Group, comprising training and presenting tools for soldiers. The study reflected on specific groups within the organization, including employees, managers, senior administrators, and consumers. The qualitative research was conducted through interviews and questionnaires where each unit was asked questions relating to their impact on customer satisfaction (Roulston & Choi, 2018). However, the researchers faced common concerns relating to the IRB applications, involving formatting, responsiveness, privacy, coercion, completeness of data, and consent forms.
Findings
Operations and Product Types Division
Departments for commodities and functions are an organizational structural factor that represents the two central kinds of outputs in Yorktown Corporation’s training model; unique programming and contents. The firm’s corporate structure is more linked to other packages, such as training and tool handling. On the contrary, online programming functions are a significant aspect of the company’s organizational framework since the technological innovations attract consumers (Srinivasan et al., 2019).
The strategic goal of such company structural units is to realize operational efficiency in separately administrative content supply and production. Therefore, the company’s corporate structure involves IT systems training and firearm handling. The company structure of Yorktown Group has therefore played a significant role in the firm’s success in the growing and ever-changing consumer landscapes and difficulties, thus enabling the company to attract market share and improve profits.
Additional Concerns
Do as We Do, not as We Say
Yorktown Systems Group expects that senior administrators and HR managers should imitate and complement the organization’s values in all their operations. Such is to realize the commerce guideline on the link between mission statements and company beliefs and their implementation in workers’ tasks. Yorktown’s popular culture deck is a straight comparison emulation of their managers in handcuffs as they are expected to deliver as per the senior management’s requirements (Maukonen et al., 2018). The company intends to stringently award and recognize workers who demonstrate their ethical beliefs and terminate those who portray opposite beliefs.
Delayed Evaluations
Over the past several years, Yorktown restored its performance administration through completely eradicating performance analysis. Evaluations were found to be irrelevant in the preceding year, thus meaningless and a waste of resources. Instead, the corporation implemented a 360-degree assessment process, which is normally regular but informal (Setia et al., 2020). According to the innovative procedure, the staff is directed by their counterparts on the things they should eradicate, adopt, and continue. The analysis was initially commenced to evade awkwardness, which changed to signed responses. However, regarding transparency Yorktown Inc.’s employees’ transparency is vital as it is rarely practiced.
Needing the Team
Despite eradicating formal assessments for the evaluation procedure, Yorktown’s HR department makes its company analysis in public. In fact, workers should be inspired to offer each other blunt response with the aim of providing continuous openings for development. Such has presented a significant challenge in the study as the respondents were limited on their responses as they believed the required study answers were already available. The HR managers should focus on building an effective team to ensure transparency during evaluation (Davis et al., 2018). However, the procedure formulation of a team should be conducted regardless of recruitment processes.
Understanding the Whole Context
Yorktown Inc. compels the soldiers to think independently and make independent decisions. The human resource and operations managers’ duty to present liberal soldiers has further impacted the analysis as most respondents’ loyalty inclined to the company. However, through the presence of appropriate information, the staff are given the assurance to make substantial decisions (Davis et al., 2018). The HR managers at Yorktown should further focus on consumer retention by understanding how to achieve significant results through setting favorable contexts rather than controlling the soldiers.
Conclusion
In conclusion, the evaluation of Yorktown Systems Group permits defining vital features of the company, its corporate structure and procedures used to execute the stipulated goal of consumer satisfaction, and the issues obtained during the assessment of correspondents and how they can be addressed in the operational procedure. The functional hierarchy of Yorktown Inc. is influenced by the necessity to exercise stern authority over all divisions. Therefore, the recruiting, training, and equipping of soldiers are conducted using computer systems that simplify the consumer satisfaction procedure.
References
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