We Merged Now What?
We Merged Now What?
Earlier this month, your company, a running equipment designer and manufacturer called Runners
Paradise, merged with a smaller clothing design company called ActiveLeak. Your company initiated the
buyout because of the excellent design team at ActiveLeak and their brand recognition, specifically for
their MP3-integrated running shorts. Runners Paradise has thirty-five employees and ActiveLeak has ten
employees. At ActiveLeak, the owner, who often was too busy doing other tasks, handled the HRM roles.
As a result, ActiveLeak has no strategic plan, and you are wondering if you should develop a strategic
plan, given this change. Here are the things you have accomplished so far
• Reviewed compensation and adjusted salaries for the sake of fairness. Communicated this to all
affected employees.
• Developed job requirements for current and new jobs.
• Had each old and new employee fill out a skills inventory Excel document, which has been
merged into database.
From this point, you are not sure what to do to fully integrate the new organization.
HRM Strategic Plan is a plan that includes the organization’s wanted to achieve. This plan works
in the company at long term process. It essential to develop a HRM Strategic plan in order to maintain
skilled and loyal employee worked in the company .This means to have more productivity and
profitability.
The additional information that I’ll need is the approvals of the employees and owner of
ActiveLeak because if this action plan will happen the impact will cost mentally, emotionally and
financially such as the adjusted salaries of employees, the skills inventory that they might failed and
having new co-employees in the company means new reason to perform well to get promoted. I’ll also
need their suggestions and considered some complains of the employees since they are the human capital
or asset of the company