HR Role In Merger

803 Words4 Pages
HR Role in Merger: It is very important to involve HR Managers in merger as it involves employees and has an impact on key employees’ issues. HR professionals play an active role in a change process by offering their interventions to help ensure a successful merger. When companies merge, some of the most significant changes occur in number and treatment of employees. HR play a vital role in merger: a) Employees coping up with change and culture, b) Organizational hierarchy structure, c) Maintain the productivity by placing of right employees at right place, d) Alignment of compensation, benefits and welfare schemes, e) Job security, f) Relocation, g) Compliance of local labor laws, h) Employee Communication, i) Taking care of personal records,…show more content…
In certain mergers there will be an excess of employees, requiring multiple layoffs. The HR managers should ascertain how many excess positions there are and how they will communicate the layoff information to employees and managers alike. Legal issues should also be dealt with. HR Managers must ensure that any downsizing activity is done fairly and with the appropriate sensitivity to the welfare of impacted individuals. Many Organization have faced or will face the decision to downsizing their work force. Especially in tough economic times, companies struggle with how to best manage their most valuable resource their human resource while staying viable as a business. Employment downsizing has become a fact of working life as companies struggle to cut costs and adapt to changing market demands. Effective managing the process of downsizing is just as important as defining appropriate criteria for downsizing decisions. When organization decided layoff. Many things HR Managers looks up to. They Identify departments and functions that are strategically critical, along with critical employee skills sets going forward. Identify criteria that reflect legitimate business…show more content…
Outplacement assistance for job hunting and networking can be particularly valuable, but ensure that severance arrangements are consistent across units and division. It is also up to HR to find out how severance pay and extended benefits will be distributed. HR should provide assistance for employees seeking new jobs. In companies where have been layoffs, fear can undermine daily work and lead to loss of productivity. There are may be gossip, rumours, and lots of lost time. Employees begin to see colleagues as competitors, HR encourage them to focus on what they can control, getting plenty of rest, taking care of their health, staying focused on their job and finding have some fun organize some competitions through work and games. Employees are thirsty for good news. Share positive prospects, it can be an ideal time to train them on new skills and retool them to better face upcoming challenges. During stressful times especially, employees want to know that their hard work is respected and valued. Supervisors need to make certain that they are providing employees with verbal recognition. A pat on the back and words like “keep up the good work,” you’re doing a great job, “and “thanks for your hard work”, can go a long way to relieve employee
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