The document is a case study about a company called Runners Paradise that recently merged with a smaller company called ActiveLeak. It provides background on the merger and tasks the student has accomplished so far to integrate the organizations. It then asks three questions:
1) Developing an HRM strategic plan is important to align HR activities with the combined company's goals, culture, and values.
2) Components of the HR plan that may need to be changed include recruitment, training, performance management, and compensation to ensure consistency across the new organization.
3) Additional information needed to create an action plan includes the strategic goals of the merged organization, the culture and values, employees' skills, any skills gaps,
The document is a case study about a company called Runners Paradise that recently merged with a smaller company called ActiveLeak. It provides background on the merger and tasks the student has accomplished so far to integrate the organizations. It then asks three questions:
1) Developing an HRM strategic plan is important to align HR activities with the combined company's goals, culture, and values.
2) Components of the HR plan that may need to be changed include recruitment, training, performance management, and compensation to ensure consistency across the new organization.
3) Additional information needed to create an action plan includes the strategic goals of the merged organization, the culture and values, employees' skills, any skills gaps,
The document is a case study about a company called Runners Paradise that recently merged with a smaller company called ActiveLeak. It provides background on the merger and tasks the student has accomplished so far to integrate the organizations. It then asks three questions:
1) Developing an HRM strategic plan is important to align HR activities with the combined company's goals, culture, and values.
2) Components of the HR plan that may need to be changed include recruitment, training, performance management, and compensation to ensure consistency across the new organization.
3) Additional information needed to create an action plan includes the strategic goals of the merged organization, the culture and values, employees' skills, any skills gaps,
The document is a case study about a company called Runners Paradise that recently merged with a smaller company called ActiveLeak. It provides background on the merger and tasks the student has accomplished so far to integrate the organizations. It then asks three questions:
1) Developing an HRM strategic plan is important to align HR activities with the combined company's goals, culture, and values.
2) Components of the HR plan that may need to be changed include recruitment, training, performance management, and compensation to ensure consistency across the new organization.
3) Additional information needed to create an action plan includes the strategic goals of the merged organization, the culture and values, employees' skills, any skills gaps,
Read the case study below and answer the questions that follow:
We Merged…Now What? Earlier this month, your company, a running equipment designer and manufacturer called Runners Paradise, merged with a smaller clothing design company called ActiveLeak. Your company initiated the buyout because of the excellent design team at ActiveLeak and their brand recognition, specifically for their MP3-integrated running shorts. Runners Paradise has thirty-five employees and ActiveLeak has ten employees. At ActiveLeak, the owner, who often was too busy doing other tasks, handled the HRM roles. As a result, ActiveLeak has no strategic plan, and you are wondering if you should develop a strategic plan, given this change. Here are the things you have accomplished so far:
• Reviewed compensation and adjusted salaries for the sake of fairness. Communicated this to all affected employees.
• Developed job requirements for current and new jobs.
• Had each old and new employee fill out a skills inventory Excel document, which has been merged into a database.
From this point, you are not sure what to do to fully integrate the new organization.
1. Why should you develop an HRM strategic plan?
2. Which components of your HR plan will you have to change?
3. What additional information would you need to create an action plan for these changes? Answer No. (1). Developing an HRM strategic plan is important because it provides a framework for aligning HR activities with the overall business strategy of the merged organization. With the merger of two organizations, it is crucial to develop a new HR plan that reflects the goals, culture, and values of the combined company. This plan will guide HR activities such as recruitment, retention, training and development, compensation and benefits, and performance management. It will ensure that HR practices are consistent across the organization, and that all employees are working towards the same goals.
Answer No. (2).
Given the merger, several components of the HR plan may need to be changed, including:
Recruitment and Selection: The new organization may need to hire additional employees to support the expanded business. This may require changes to recruitment and selection processes, such as job postings, candidate screening, and interview techniques.
Training and Development: As new employees come on board, they may need training on company policies, procedures, and systems. Additionally, there may be opportunities for cross-training and professional development to support employee growth and career progression.
Performance Management: The new organization may need to establish new performance standards and metrics to align with the company's strategic goals. This may include revising existing performance appraisal processes, setting new goals and targets, and providing ongoing feedback and coaching to employees.
Compensation and Benefits: The compensation and benefits programs for the new organization may need to be harmonized to ensure equity and consistency across the organization. This may include reviewing pay structures, benefits offerings, and performance-based incentives.
Answer No. (3).
To create an action plan for these changes, additional information that would be needed includes the strategic goals and objectives of the merged organization, the culture and values of the new organization, the skills and abilities of the employees in both organizations, and any potential gaps in skills or knowledge that may need to be addressed. Additionally, information about the external environment, such as industry trends and competitor practices, would be useful in developing effective recruitment and retention strategies. Finally, feedback from employees and managers in both organizations about what is working well and what could be improved would be valuable in identifying areas that need to be addressed in the new HR plan.
