Explain the difference between Strategic HRM and Traditional HRM.
The combination of NBAD and FGB create a problem of hybridizing two distinct managerial styles both, which are strategic HRM. FGB invests in people while NBAD invest in skill developments, all though similar, both organization are forced to regurgitate to the status quo leading to traditional HRM.
Discuss the barriers to strategic HRM.
Strategic HRM faces significant barriers in the quality communication. The two organizations were implementing learning and development leading to the growth of the organizations; however, the merger forces the breakdown of communication.
Explain the benefits of strategic approach to HR.
A strategic approach to HR extends the organ effect to the human resources, this way, equipping the HR with latest management mechanism. The HR will be welcomed to several leadership skills, for instance learning and development. All members of the staff will feel absorbed inside the organization.
Based on the case study, compare the different sources of recruitment (identify them, justify the need for any of them in relation to the case study, explain their advantages and disadvantages).
Promotion: Members who upheld former organization management skills; subsequently avoiding the status quo are considered leaders and promoted. Promotion of these members reinforces their team spirit; however, it disappoints members who have not been promoted.
Competition: Members who understand how the merger operates are recruited based on competitive HR terms. These members are qualify as ambassadors prompting strategic organizational talks.
Based on the case study, explain the most appropriate employee selection methods.
Vetting candidates - The merger should revert employees by requesting them to detail their job description, through either a question or a report
Cultural Fit selection - The organization uses a cultural fit analysis to determine the candidates values aligned them to the managerial framework, which involves attributes to guilt and objective criteria.
Preliminary screening - Screening employees whether they understand the organization promotional benefits.
Based on the case study, explain the benefits of training.
Training will come to facilitate bridging the gap between the two mergers organizational differences, especially in differences and policies.
Based on the case study, explain the steps in strategizing training.
Determining existing organizational differences
Engaging corporate learning framework.
Setting organizational training objectives
Developing a stable training action plan
Implementing diverse training initiatives
Evaluating and revising the training manual.
Based on the case study, explain the importance of a compensation system (direct and indirect methods of compensation).
The proposed compensation systems provides direct and indirect methods of employer appraisal, employees who understand how the merger works are rewarded with opportunities for work while those who do not understand how the merger works are denied such opportunities.
Based on the case study, explain the importance of performance management.
Performance management creates a new threshold for the organization to deliver positively and lucratively. The organization rewards employees who engage Ultimate Business Goals. The organization performance management involves motivating the growth of employee talent.
Based on the case study, explain the different measures (methods) of performance appraisal.
From the case study, there are different performance appraisal methods which include
Comprehensive employee benefits programs
Developed employee compensation strategies
Based on the case study, explain the strategies for improving performance management systems.
Performance Appraisal; Through various compensation strategies as well creation of versatile employee benefits programs
Communication; Developed control over different individual situations which involves responding to the merging diversity involved.
Based on a given HR policy scenario in the case study, explain the following:
Intended HR practice (why did the company introduce this policy?)
The organization creates new policies useful in retention of key employees, selections, downsizing as well as creating various employee benefits, the intended HR practice is to bring employees aloof with existing merger requirements
Actual HR practice (As a manager, how will you implement this policy?)
As a manager, I will rely on learning and development, communication and leadership
Perceived practices (As an employee, what will be your perception of the policy?)
I will consider this policy approach useful in meeting desired organizational goals, such as communication, bridging and harmonizing employee diversities.
Explain how the employees perception of the HR policy will affect the HR outcomes and the organizations Ultimate Business goals.
The organization regurgitates back to past models of management as a way of harmonizing diversity existing in different organizational trends. The managerial framework rotates around ultimate business goals and environment. As established, the organization chief intention is to ensure employees understand the sequences of the merger.
Discuss the criteria that you would use in selecting an employee for an international assignment (to work in another country).
Employees surrounding the organization are objectively blended inside the organization based on the performance abilities. I will therefore using the following select criteria,
Skills; I will put the employee on 1 month probation status "payable" to evaluate the employee competency
Qualifications; I will request employee to respond to the organization using various oral communication abilities, they include identifying specific tasks that require development of education
Experience; I will put a minimum of 7 years threshold at reputable global organizational, and possibly working at high level management.
Based on the case study, identify and briefly explain the general challenges faced by the company
Several different managerial instances can be identified
Based on the case study, identify and briefly explain the HR Challenges faced by the company
HR challenges faced by the company include;
Lack of a sufficient training metrics focuses on employee benefits but not training
Lack of a sufficient communication plan combining two different employee framework displaces their overall potential.
Based on the case study, propose two HR strategies to overcome these challenges faced by the company in the case study
Creating a sufficient communication plan one intended in reducing existing communication deficiencies
Generating a fruitful communication response and delivery plan
Initiating employee trust development plan
Engaging human resource information systems such as an ERP.
Based on the case study, identify and discuss briefly explain any four HR practices and/or strategies to be implemented by the company.
Creating a hybridized cultural framework
Developing an appraisal plan for employees who appreciate and works towards growing the merger
Developing a performance evaluation metrics
Encouraging growth of internal communication strategy
Based on the case study, analyze the effect of HR practices and strategies at the company are likely to have on any four HR outcomes.
Displacement Might lead to high employee turnover
Regaining control Might lead to constant internal fights between employees of the two mergers
Downsizing Employees who get laid off might be disappointed with the organization motivating a revolt.
Based on the case study, evaluate the effect of the HR outcomes on the Ultimate Business Goals of the company in the case study.
Might cripple the organization performance metrics
Might discourage the growth of HRM, hence crippling key systems such as loans department
Might require the organization to invest heavily in training new employees, ultimately leading to time wastage inside the organization
Analyze the VRIO framework of the company in the case study and suggest the Competitive Implications in the blank column provided.
Resource or Capability Valuable Rare Difficult to Imitate Supported by Organization Competitive Implications
Global Brand Recognition & Equity NO Yes Yes YES NO
Customer Loyalty and Cult Status YES NO No No YES
Based on the case study, analyze any two financial factors of a HR Balance scorecard.
Return on capital employed: Expected possible return on capital as employed inside this involves achieving full capital returns of the merger.
Return on Investment: Expected possible returns experienced in the merger, this might be as a result of placing significant allocation on employee benefits program.
Profits and employees: Increase in profits ratio that employees benefit, which in this case reflects on the overall performance evaluation metrics.
Using your assumption, create a HR dashboard for the company in the case study
Explain the meaning of ethics in HRM
Ethics in HRM reflects on the models of doing business, based on existing expectations. However, the organization seems not to respect the required ethics since the merger has been done so fast displacing employees from the organization they were used too.
Based on the case study, analyze any four areas within the company where ethical issues could possibly arise. (e.g. Recruitment, selection, training, reward management, performance appraisal, promotion, outsourcing, downsizing and whistle blowing, harassment, fair treatment, employee privacy, employee rights)
Promotion: Happens to employees who understand how the organization performs.
Reward management: Employees are rewarded based on the existing performance metrics.
Performance Appraisal: The organization rewards employees with promotion, especially those who understand the existing organization framework:
Employees who do not have talents are excluded from communicating with other employees.
Based on the case study, suggest any four measures that the management at the company could initiate to avoid unethical HR practices. (E.g. establishing code of conduct, disciplining violators, ethics audit, effective communication, ethics training, corporate transparency, ethics hotlines, and protecting whistle blowers).
Effective Communication: The organization can use communication to bridge between the rival employee frameworks existing inside the organization.
Corporate transparency: Corporate transparency facilitate the growth of best HRM practices, that are useful in generating internal organizational framework, where a strong democratic process is promoted between executive, management and foot employees
Using your assumption, discuss the advantages of using HR Analytics to the company in the study. A HR analytics predicts the health of the organization hence come up with a stronger approach to tackle prevailing challenges such as lack of communication. The analytics determines the genesis and consequences of various policies hence advises top management on where adjustment should be made.
Based on the case study, discuss reasons for the high employee turnover rate.
High employee turnover rate in the organization is as a result of employees feeling displaced by the merger, given they are now being requested to work with new team of managers who they are not used too.
Calculate the Rate of Employee Turnover at the company in the case study.
Suggest solutions to overcome the high level of turnover at the compan...
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