Company mergers are very busy and challenging times for corporate leadership. The role that HR plays during a merger is often complex and far-reaching. In this assignment, you write an executive brief that considers aspects of how an HR department might prioritize and operate to support the union of two companies.
Preparation
How to Brief an Executive
There is no single correct way to brief an executive or other stakeholder. The final deliverable is your choice, but effective briefs have common elements; they should be clear, concise, relevant, well-structured, and provide decision-making information. Here are a couple of resources you may use to get started:
How to Brief an ExecutiveLinks to an external site.: A podcast from the Communications Guys.
How to Write a Formal Business Report (With Examples)Links to an external site.: Hints from Indeed.
Scenario
Imagine that Anchor Hospital, a 250-bed medical center, is merging with the similar-sized Saint Mary's Hospital to better serve the needs of its metropolitan community. An administrative board has been formed to guide all aspects of the merger. They have asked all departments to submit an executive brief that states their roles, intended model of operations, and initial steps to build interdepartmental relationships.
The board's primary concern for HR is how it will manage the merging of the workforce into a single, cohesive, and effective team. They want to understand HR's primary role, guiding principles, and application of current practice. Specifically, they want your vision for the following:
A merger-related current best practice or trend that is being successfully employed by HR departments.
HR's primary role in assimilating the workforces for the two hospitals.
The HR management model is to be followed.
How to foster relationships between HR and department managers.
Instructions
Write a 3-4-page executive brief that addresses the following merger-related items:
Recommend a relevant HR trend or practice that would be useful to consider as part of this merger. Justify your recommendation.
Analyze HR's primary role(s) as a strategic corporate partner in merging the workforces of the organizations.
Recommend an HRM model that would effectively steer the joining of each organization's employees into a single, cohesive workforce. Justify your recommendation.
Recommend two initial steps that HR should initiate to develop an effective relationship between HR and management. Justify your recommendation.
Full Answer Section
- Culture Integration:The merger presents an opportunity to create a new, unified organizational culture. HR will facilitate a process of identifying shared values and aligning existing cultures. This process may involve workshops, surveys, and other communication initiatives to build a shared sense of purpose and identity.
- Training and Development:The combined organization will require training programs to ensure employees are equipped with the knowledge and skills necessary to succeed in the new environment. This could include cross-training programs, onboarding initiatives, and development opportunities tailored to the specific needs of the merged workforce.
- Employee Relations:HR will act as a bridge between management and employees, addressing concerns, resolving disputes, and providing support during the transition. Building strong employee relations fosters a positive work environment, minimizing disruptions and promoting a smooth merger.
HRM Model Recommendation: The Balanced Scorecard Approach
We recommend adopting a
Balanced Scorecard approach to HRM as it aligns with our strategic vision for the merger. The Balanced Scorecard allows us to evaluate performance across four key perspectives:
- Financial:Measuring the financial impact of the merger, including cost savings, operational efficiencies, and revenue generation.
- Customer:Assessing the impact of the merger on patient satisfaction, service quality, and overall patient experience.
- Internal Processes:Monitoring the efficiency and effectiveness of key internal processes, including recruitment, onboarding, and talent management.
- Learning and Growth:Evaluating the organization's ability to innovate, learn, and adapt to changing needs, including employee development and skills enhancement.
This comprehensive approach will ensure we are measuring success across critical areas and not solely focusing on financial metrics.
Initial Steps to Foster HR-Management Collaboration
- Joint Planning Sessions:Initiate a series of collaborative planning sessions with department managers from both hospitals. This allows for open dialogue about the merger's impact, potential challenges, and collaborative solutions.
- Communication Channels:Establish clear and accessible communication channels between HR and department managers. This could include regular meetings, email updates, and a dedicated platform for sharing information and feedback.
Justification:
Collaborative planning sessions will foster trust and understanding between HR and department managers, facilitating the development of a shared vision for the merged organization. Open communication channels will enable timely information sharing, address concerns proactively, and foster a sense of collaboration.
Conclusion
https://proficientwriting.com/financial-analysis-4/HR is committed to playing a strategic role in ensuring a successful merger for Anchor Hospital and Saint Mary's. By embracing best practices, adopting a robust HRM model, and fostering strong relationships with department managers, we are confident that we can create a unified and thriving workforce that meets the needs of our community.
Sample Answer
Executive Brief: HR's Role in the Anchor & Saint Mary's Merger
To: Administrative Board
From: Human Resources Department
Date: October 26, 2023
Subject: HR's Strategic Role in Merging Workforces
Introduction
This brief outlines Human Resources' (HR) strategic role in the merger of Anchor Hospital and Saint Mary's Hospital. We recognize the critical nature of assimilating two distinct workforces into a cohesive and productive unit. This brief presents a comprehensive approach, incorporating current best practices and a recommended human resource management (HRM) model for a successful integration.
Current Best Practice: Employee Engagement and Change Management
As a merger represents a significant organizational change, we recommend incorporating employee engagement and change management strategies. This approach acknowledges the human aspect of change and focuses on actively involving employees in the transition process. By incorporating employee feedback and addressing concerns, we can build trust and commitment, mitigating potential resistance to change. Studies by Gallup and other organizations consistently demonstrate that engaged employees are more productive, innovative, and committed to their organizations (Gallup, 2023).
HR's Primary Roles in Workforce Assimilation
HR will play a multifaceted role in successfully merging the two workforces:
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Communication and Transparency: Maintaining open and transparent communication with employees from both organizations is paramount. Clear, consistent messaging regarding the merger's impact on roles, processes, and benefits will build trust and reduce uncertainty.
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Talent Assessment and Optimization: HR will conduct a thorough assessment of talent pools from both hospitals. This includes identifying skills gaps, redundancies, and potential growth opportunities. The goal is to build a workforce optimized for the combined organization's needs, with a focus on retaining key talent and developing future leaders.