MYSORE DEEP PERFUMERY HOUSE: SCALING A FAMILY
BUSINESS CASE STUDY SOLUTION
e
pl
SYNOPSIS
m
Sa
Mysore Deep Perfumery House (MDPH), led by Prakash Agarwal and his sons, has achieved significant
success in the incense stick market through competitive pricing and effective distribution. To reach their
₹10 billion turnover goal by 2026, MDPH faces the choice of expanding their existing business or
diversifying into related or new product lines.2 Expanding the business involves deepening market
n
penetration and offering variations of incense sticks. Diversification offers opportunities in complementary
tio
sectors such as home fragrances or personal care products. The chosen strategy should align with MDPH’s
economic and non-economic goals as a family business, considering factors like market dynamics,
competition, and consumer trends. By leveraging their brand recognition and distribution networks while
lu
staying true to their family values and long-term sustainability, MDPH can navigate industry challenges
and achieve their ambitious growth targets.
So
OBJECTIVES
• Analyze the industry structure to evaluate attractiveness.
• Identify and assess the sources of competitive advantage (moats) in a business.
• Assess the implications of pursuing specific growth strategies.
• Evaluate alternative growth strategies that the business could pursue.
• Understand the interlinkages between the family and business subsystems within a family business,
with respect to goal-setting and decision making for a family dynamics module.
The Case Solution Starts From page 5
,ASSIGNMENT QUESTIONS
1. What are the strengths and challenges of Orange Sky’s approach to strategic HRM? Consider job
analysis, workforce planning, recruitment and selection, performance management, remuneration, and
organizational culture.
2. Given what you know about Orange Sky’s environment and current situation, what would you suggest
the senior manager of people and culture present to the CEO in terms of a strategy to manage employee
well-being?
3. How could the development and promotion of current volunteers into leadership roles be enhanced at
e
Orange Sky?
pl
m
Sa
n
tio
lu
So
ANALYSIS
1. What are the strengths and challenges of Orange Sky’s approach to strategic HRM (consider
job analysis, workforce planning, recruitment and selection, performance management,
remuneration, and organizational culture)?
First, it is important to establish how the company strategy provides overall direction to the HR strategy.
Orange Sky exists to serve the community of people who are homeless by providing showers and laundry
The Case Solution Starts From page 5
, e
2. Given what you know about Orange Sky’s environment and current situation, what would you
pl
suggest the senior manager of people and culture present to the CEO in terms of a strategy to
manage employee well-being?
m
Students will most likely begin this discussion with a focus on potential organizational strategies and
interventions to increase employee well-being that would fit within the Orange Sky culture. However, we
Sa
encourage the instructor to proactively present students with a prompt to consider the fact that Senz’s well-
being is also compromised, and to discuss what that might mean in terms of the strategy she presents.
There are several issues Senz needs to consider in terms of well-being. The first is her own. Being a good
n
leader means remodelling the behaviours you are expecting of your employees and volunteers. Without
self-awareness and a focus on her own work-life balance, Senz’s attempts at increasing staff engagement
tio
lu
So
The Case Solution Starts From page 5
, EXHIBIT -1: ORANGE SKY AUSTRALIA STRATEGIC HUMAN RESOURCE MANAGEMENT ANALYSIS
Strengths Challenges
Job analysis • Department managers work collaboratively • The company’s innovative nature means new
with Senz to determine job needs so these roles may need to be created, which requires
assessments should be accurate imagination, vision, and a willingness to try
• Volunteer roles are clearly defined and new things
communicated • Engagement survey data show staff do not have
enough time to do critical work in their jobs, so
there is a potential misalignment between
organizational structure and HR sustainability
Workforce • •
planning
e
pl
Recruitment •
m •
Sa
and selection
n
tio
Performance • •
management
lu
So
Remuneration • •
Organizational • •
culture
•
The Case Solution Starts From page 5
BUSINESS CASE STUDY SOLUTION
e
pl
SYNOPSIS
m
Sa
Mysore Deep Perfumery House (MDPH), led by Prakash Agarwal and his sons, has achieved significant
success in the incense stick market through competitive pricing and effective distribution. To reach their
₹10 billion turnover goal by 2026, MDPH faces the choice of expanding their existing business or
diversifying into related or new product lines.2 Expanding the business involves deepening market
n
penetration and offering variations of incense sticks. Diversification offers opportunities in complementary
tio
sectors such as home fragrances or personal care products. The chosen strategy should align with MDPH’s
economic and non-economic goals as a family business, considering factors like market dynamics,
competition, and consumer trends. By leveraging their brand recognition and distribution networks while
lu
staying true to their family values and long-term sustainability, MDPH can navigate industry challenges
and achieve their ambitious growth targets.
So
OBJECTIVES
• Analyze the industry structure to evaluate attractiveness.
• Identify and assess the sources of competitive advantage (moats) in a business.
• Assess the implications of pursuing specific growth strategies.
• Evaluate alternative growth strategies that the business could pursue.
• Understand the interlinkages between the family and business subsystems within a family business,
with respect to goal-setting and decision making for a family dynamics module.
The Case Solution Starts From page 5
,ASSIGNMENT QUESTIONS
1. What are the strengths and challenges of Orange Sky’s approach to strategic HRM? Consider job
analysis, workforce planning, recruitment and selection, performance management, remuneration, and
organizational culture.
2. Given what you know about Orange Sky’s environment and current situation, what would you suggest
the senior manager of people and culture present to the CEO in terms of a strategy to manage employee
well-being?
3. How could the development and promotion of current volunteers into leadership roles be enhanced at
e
Orange Sky?
pl
m
Sa
n
tio
lu
So
ANALYSIS
1. What are the strengths and challenges of Orange Sky’s approach to strategic HRM (consider
job analysis, workforce planning, recruitment and selection, performance management,
remuneration, and organizational culture)?
First, it is important to establish how the company strategy provides overall direction to the HR strategy.
Orange Sky exists to serve the community of people who are homeless by providing showers and laundry
The Case Solution Starts From page 5
, e
2. Given what you know about Orange Sky’s environment and current situation, what would you
pl
suggest the senior manager of people and culture present to the CEO in terms of a strategy to
manage employee well-being?
m
Students will most likely begin this discussion with a focus on potential organizational strategies and
interventions to increase employee well-being that would fit within the Orange Sky culture. However, we
Sa
encourage the instructor to proactively present students with a prompt to consider the fact that Senz’s well-
being is also compromised, and to discuss what that might mean in terms of the strategy she presents.
There are several issues Senz needs to consider in terms of well-being. The first is her own. Being a good
n
leader means remodelling the behaviours you are expecting of your employees and volunteers. Without
self-awareness and a focus on her own work-life balance, Senz’s attempts at increasing staff engagement
tio
lu
So
The Case Solution Starts From page 5
, EXHIBIT -1: ORANGE SKY AUSTRALIA STRATEGIC HUMAN RESOURCE MANAGEMENT ANALYSIS
Strengths Challenges
Job analysis • Department managers work collaboratively • The company’s innovative nature means new
with Senz to determine job needs so these roles may need to be created, which requires
assessments should be accurate imagination, vision, and a willingness to try
• Volunteer roles are clearly defined and new things
communicated • Engagement survey data show staff do not have
enough time to do critical work in their jobs, so
there is a potential misalignment between
organizational structure and HR sustainability
Workforce • •
planning
e
pl
Recruitment •
m •
Sa
and selection
n
tio
Performance • •
management
lu
So
Remuneration • •
Organizational • •
culture
•
The Case Solution Starts From page 5
