Strategic Management - Research Paper Example

The human resource management plays a major role during mergers and acquisitions in conducting the following functional responsibilities. Recruitment and retention Change in an organization is normally accompanied by uncertainty. During this period, outside forces which includes recruiters and competitors can take advantage and take the best employees when the company needs them most. The human resources management will help the company come up with and implement recruitment and retention strategy.

This will help in identifying and retaining employees with skills which are crucial to the company. Retention strategy will help the changing company to retain intellectual capital, fostered client relationships, and business focus, which enables the company to operate in an effective manner. When companies merge or restructure, some employees may have to be laid off. According to Page (2006), layoffs should be properly handled to prevent negative impact to the employees who remain. This is because remaining employees may feel insecure, angry, lonely or less productive when right procedures are not followed.

For example, if meritocracy is not included in the layoff process, best performing employees will feel insecure because they can be retrenched anytime no matter their contribution. Human resource department develops and implements specific actions, appropriate timing, and responsibilities on how to keep best employees. Training and development The human resource management ensures that all the employees in the organization are equipped with the appropriate training and development. This enables organizations’ employees to develop confidence; the required skills and behavior which will assist them adjust to their new roles.

Through this, all the employees will have proper tools to conduct the required changes in the organization as well as deliver and maintain all the changes successfully. When conducting training and development, all those in various managerial levels should be equipped with proper leadership skills. Through this, they will be able to properly manage and motivate the teams assigned to them. In addition, they will be able to provide proper communication and guidance to their subordinates during the mergers and acquisitions.

With proper training, the organization’s managers will be in a position to help their subordinates to understand they are part of the brand new company and culture. Employee performance management According to Watkins and Leigh (2009), performance management is appropriate for an organization which is large enough as to necessitate an effective means of evaluating its own employees. The human resource management after the mergers and acquisitions in an organization uses employee performance management system to support the overall organizational integration of employee evaluation.

Through this, the management will also be able to improve on the level and quality of employee communication and overall productivity. The uniqueness of performance management is that it focuses on an organization specific needs and is flexible to change. The human resource management and performance management experts try to find out evaluation needs of various employees and they come up with specific scalable processes. These processes are coordinated with employee’s effort in order to measure performance accurately and ensure motivation is created.

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