The Importance Of A Human Resources Director

Moreover, merger of the two companies carries along risks to human resources as it increases in insecurity among employees, lower levels of satisfaction at work, less affective commitment, and a loss of trust in the firms and management teams. Those issues would lead to difficulty in bending cultures, reductions in service levels, poor motivation and loss of key people and clients, and eventually impede the ability of the two companies to achieve their longer-term objectives and result in the failure of merger. [9]

“Employees [often] attach themselves to their organization via duties, co-workers, and work routines, and the application of personal skills, performance, and career goals (Yoon, K., & Kim, C., 2015, p. 5). Thus, when a mergers and acquisition occurs, employees may experience significant stress or anxiety. These feeling are often further exacerbated by a fear of cultural conflicts, a fear of organizational restructuring, a fear that they will be less valuable or inferior in the newly formed organization (Yoon, K., & Kim, C., 2015, p. 6).

The human-resources department is responsible for performing HR management. This includes overseeing numerous aspects of employment, such as compliance with labor laws, employee benefits, recruitment and retention just to name a few. According to APHSA (2016), there are four primary functions for which HR is responsible: Executing HR Administrative Functions; Developing Talent; Influencing Culture; and Influencing Direction. By executing HR admin functions the department; builds trust with administration, engages leadership in the development of jobs, recruits, hires, and assist with onboarding new employees. HR develops talent by creating employee development and training opportunities for increased performance as an organization. In utilizing this skill, it can create opportunities for leadership and promotions.

The board and administrative staff can calm the fears of the staff before and after the consolidation by first reframing using dividing terms such as the word “us” The two organizations will be merging therefore the boards will have to come together to avoid sides. Human resource managers will also need to step in and help manage employees. To help human resource managers can create employee suggestion programs. This will encourage employees to create and identify improvements, process, and outcomes for the

Mergers and acquisitions are a stressful time for any company, regardless if they are the purchaser or the company being acquired. It is important to remember that the goal of this acquisition is meant to positively impact both companies and every one involved is responsible for continuing to bring the customers value. Every department involved is going to have a unique set of challenges and the human resources department is no different. Human resources are going to be responsible for managing any problems regarding employees as this merger continues. In order to prepare for any anticipated problems this report is going to focus on three specific areas; sharing information with employees, managing personnel changes and lastly managing geographical consolidation.

Question-1: Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did that relationship have on the situation described by Newcombe?

Leading by example is the most effective way to produce results. The middle managers in most companies are more approachable than top management; therefore it is imperative that middle managers are on board with the new vision of the company and display this in a positive way. While the merger is occurring it is essential to build a team atmosphere, full of open communication, honesty, and teamwork. Each employee from both companies should feel as though their positions is important, and their cooperation is essential to the success of the forming company. Once the merger is complete, it is all about the new culture, staying visible, approachable, and communicating information early and often (Bolton & Lewis, 1998). Aside from ensuring employees are blending well, it is important to focus on patient care. There will be changes implemented at every phase of the merger, but it is important not let misunderstandings, or issues within the staff affect the quality of care given to the patients.

Organizations need to be aware that within this type of arrangement an element of chaos can exist, from department integration, duplication of services and regrettably, employee layoffs. With this in mind, the effect of a merger or acquisition on employee morale can be significant to the reorganization of the new integrated health system. Identifying and addressing areas of concern proactively will allow for a positive impact on the hospital department performance, as well as create a sustained advantage by achieving the ultimate strategic goal of integrating two cultures.

Also, Human Resource must determine the location and size of the target applicant population/pool based on the labor force, and first target its potential, applicants internally, within the hospital, for cost effectiveness and saving time to fulfill the vacancy before seeking external applicants, because hiring externally is costly, time-consuming, and inheres to long-term loss of productivity in the organization (Flynn, Mathis, Jackson & Valentine, 2015).

Many organizations will either experience a merger or acquisition to try to absorb the costs during unstable market times. Mergers and acquisitions to employee’s usual mean staff reductions and major changes, especially for an acquisition which, is when another company purchases a company and becomes a new company. (McClure, 2016)

Many challenges occur when a merger occurs; especially when it occurs among competitors merge two different organizations into one facility per se disrupts the operation and functionality on all levels involved within the organization. During this transaction, it is an opportunity to combine many knowledgeable individuals, introduce new styles of performing tasks, and introduce different styles of performance.

In regards to acquisitions, it is important to distinguish between mergers and acquisitions. In a merger, two companies come together and create a new entity. In an acquisition, one company buys another one and manages it consistent with the acquirer’s needs. An acquisition that involves integration has greater staffing implications than one that involves separation (Rizvi, 2008). A combining of companies is a major change. Mergers and acquisitions represent the end of the gamut of options companies have in combining with each other. It is the mergers and acquisitions that are the combinations that have the greatest implications for size of investment, control, integration requirements, pains of separation, and people management issues

The employees have not easily merged. Changes brought about by the merger have resulted in 10% of the workforce choosing to leave the company. Unfortunately, some of the most reliable and productive workers have left, and others are expressing their dissatisfaction with the new working

When two companies merge, upper management has many decisions to make about the organization, from what the mission statement will be, to what type of goals they have in mind to how many employees will be necessary to accomplish the goals. In the beginning, it is important to blend the two cultures and create the new organization. Six months after the merger of Cypress Creek Hospital and Clovis Community hospital, it was important to determine if the goals are met or if changes need to be made. In the instance of the organization from the first case study, it was decided that further change had to be made. To make the desired changes,

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.