H & M Swot Analysis Essay

1.0 INTRODUCTION

History & Background of H&M

One world’s second biggest retailer in the apparel industry and a standout, H&M Hennes & Mauritz has built and maintained stores all over the world with almost 70 years of existence. H&M has a widespread in more than fifty countries and an enormous number of employees of more than hundred thousand. Leads over the third largest global apparel retailer in the United States expanded stores in Asia, Australia, and Europe. Moreover, with 800 industrial facilities to make the apparels, accessories, and stock them up. H&M’s imaginative worth of effort happens in the Sweden office, where outlines are finalized, production planning, major decisions and real choices pertaining distribution take place.

1.1 The H&M Way — Culture of the Organisation

The H&M way believes that common values create energy and commitment. By providing a dynamic, creative, and fun workplace where teamwork is essential. All the employees of H&M is an ambassador for the company – everything internally and externally matters. The values of the company ensure a workplace in which the decision path is short, working together at a fast pace, and can rely on each other’s skills, abilities, and knowledge. H&M creates a unique and different work atmosphere.

Other cultural values include based on the Code of

Part of H&M’s expansion strategy was to expand in the Middle East. The significant difference is obvious in Qatar and then in the US, as there is only two H&M stores opened. The situation, however, seems completely different in the case of entering Middle East markets. It did not do as expectedly well as the Asian or other markets. Several factors are involved. First of all, foreign companies cannot establish wholly owned subsidiaries in the region, but they need a local partner that owns at least 51% of the shares (Henne, 2015). The main reason as to why H&M decided for franchising in cooperation with