More handpicked essays just for you.
Hrm practices theory
Strengths and weakness of HR practice
Strengths and weaknesses of HR practices for employees and employees
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Compare the two case
In this section, I am going to compare human resource management performance in the two cases. But first we should define what is good human resource management, what kind of the HRM can be called a good example. There may be many standards but I think the most significant one is that the human resource strategy should fit the company’s strategy, which means that HRM strategy of the two company should fit the acquisition strategy.
And according to the Bower(2001), there is five kinds of strategies of acquisitions, which are overcapacity acquisitions, product or market extension acquisitions, the geographic roll-up acquisition, the industry convergence acquisition and acquisitions as R&D (Research and development). Obviously, Lenovo’s acquisition and TCL’s acquisition belong to the second group.(Although there can be several goals of an acquisition, I think the strategy comes from the main one. For example, the goal of TCL’s acquisition can be market extension as well as R&D, but the main one is market extension, so I consider it belong to the second group. Then I will figure out the HRM role in product and market extension acquisition strategy.
•The role of HRM in product and market extension acquisition strategy
I examine the role of HRM in the integration phase of product and market extension acquisition strategy through the lens of the resources, process and values framework.
There is a table which explains the process more specifically. 1
Human Resource Management Strategy
Product or market extension
Resources Expect few lay-offs and focus on retention
Processes
Processes can be transformed slowly if acquiring firm is experienced and much larger than acquired firm
Experience varies by country a...
... middle of paper ...
...fferent values will result in problem in communication, but TCL even made things worse because of language issue. TCL is a Chinese-spoken company while Alcatel is a French-spoken company. We know that French is not as universal as English and few French people speak English. So TCL can’t communicate to the Alcatel’s employees directly without using translators, and even with the translators, communication problem can still arise in case of the misunderstanding happened to the translators that they don’t understand what the company say and convert the wrong meaning. On the contrary, Lenovo takes English as a consistent language. Because IBM is a American company so there will not be any problem for them in communication in English.
Works Cited
Ruth V.Aguilera and John C.Dencker, The role of human resource management in cross-border mergers and acquisitions, 2004
fail (Cheng, 2012). Mergers and acquisitions are much common in these days and only a few of them are end up in successes. Even though mergers and acquisitions are not result much successes rate, many organizations are still preferring it because, it is used as a cooperative strategy but nowadays it is used for cooperative development. The cultural differences and merger integration can be considered as an important factor for the failure rate but this study mainly focused
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
At a macro level as a result of the acquisition the combined size of Turner & Townsend Thinc was considered to be of strategic benefit to both firms. While there have been no official mass redundancies, role duplication has resulted in early retirement and resignations. However, the common problem faced after the acquisition is power struggles, excessive overhead, bureaucracy, uncontrolled layering, and decision strangulation.
Lengnick-Hall M.L.; Lengnick-Hall, C.A.; Andrade, L.S.; Drake, B. 2009. “Strategic human resource management: The evolution of the field.” Human Resource Management Review, 19, pp. 64-85.
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
Mergers and acquisitions immediately impact organizations with changes of rights, and ideas and eventually, in practice. There are multiple reasons some are motives and financial forces just to name a few. There are financial risks of merging with or acquiring an organization this is why you must have a strategic plan in place in order to benefit.
Mergers and acquisitions immediately impact organizations with changes in ownership, in ideology, and eventually, in practice. There are multiple reasons, motives, economic forces and institutional factors that can, taken together or in isolation, influence corporate decisions to engage in mergers or acquisitions. The financial risks of merging with or acquiring an organization in another country and how those risks can be mitigated are important issues for corporations to conduct research on. This paper will examine the sensible and dubious reasons for mergers and acquisitions and the benefits and costs of the cash and stock transactions.
...an approach of partnership is critical for organizations that want to gain competitive advantages. Butler, Ferris & Napier (1991) state this as, “the more management believes that HRM contributes to corporate success, the more its role will be integrated into the firm’s strategic planning process.” (as cited by Rose & Kumar, 2006, pg. 3). Additionally, organizations that apply energy and resources to HRD benefit from an increase in human capital. López-Cabrales, Real & Valle (2011) state the benefits of building human capital as, “If the company adopts appropriate procedures of personnel management, human capital can be orientated to the achievement of sustainable competitive advantages” (pg. 5).
When entrepreneurs plan their business future they will consider how they can increase their business size or profit in a short period. Entrepreneurs may consider growing their business or company by using a merger or an acquisition. These methods can be a speed up tool and a short cut to enlarge their business. (Burns, 2011) Also they can reduce competition, make it easier for entrepreneurs to think about the market and product development and risk reduction. Furthermore, some lesser – known companies can improve their firm’s image and market power by using merger and acquisition with larger firms. However, there may be risks associated with merger and acquisition related to lack of finance and time. (Burns, 2011) This essay will discuss more deeply the advantages and disadvantages of using mergers and acquisitions, showing how it can affect firms and market with the case study.
In this paper we have chosen to explore Procter and Gamble (P&G), a multinational corporation which has lead the way in creating one of the best human resource management systems to date. By using P&G, we are seeking to provide an example of how current multinational companies make decisions to manage their human resources (HR) activities, in search of effective management of their HR costs and in search of professional HR management.
Understanding the strategic potential of HRM is a relatively recent phenomenon. Strategic HRM attempts to bring HRM to the boardroom. It requires personnel policies and practices to be integrated so that they make a coherent whole, and also that this whole is integrated with the business or organisational strategy.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
One of the largest technology company in the world, Lenovo had a humble beginning as a small Chinese firm founded in 1984. The company showed modest growth throughout the rest of the 20th century. It wasn’t until the company’s acquisition of IBM’s personal computer business in 2005 (Martin, 2014) that the company began to gain prominence in the technology industry. Lenovo’s innovation and strategic decision making has allowed the company to evolve on a global platform and enabled it to become one of the leading technology companies in the market today.
The first two do not require the acquired business unit to be connected with the existing units; the second two depend on connection. Although the concepts are not always mutually exclusive, the way in which they generate value for the corporation is different for each. The portfolio management balances current business activities with new industry acquisitions. Its success is undervalued acquisition meets attractiveness and COE test. The challenges are: increased capital market competition, need for industry specific knowledge, and growth of the company and diversity. The restructuring seeks underdeveloped or sick companies and industries. Its successes are: utilize and pass the three tests and ability to find undervalued companies with growth potential. Its challenges are: restructurer exposed to more risk, time limit for success, hold onto a restructured company, and growing depletion of restructuring pool with increased competition. The transfer of skills involves activities important to competitive advantage. With transferring skills, business activities are similar enough that sharing knowledge would be meaningful. However, skills must be useful to key business activities and must be beyond competitors’ capabilities. The ability to share activities has been a potent basis for corporate strategy because sharing often enhances
Strategic management is important to acquisitions because how a product is procured, manufactured and shipped is an integral part of a business. A weak supply chain can lead to excessive costs due to wasted time and fuel while shipping if routes and transportation methods are not properly selected. Also, if deliveries are not made on schedule, customers will be dissatisfied with the service. If a warehouse is not properly managed and organized, orders may not be filled in a timely manner or products could be damaged leading to excessive waste. Companies who enter into contracts to obtain or provide products or services need to be able to effectively negotiate so that they receive the best value for their company. To do this, they need to be aware of what their company’s advantages and disadvantages are as well as what goals and benefits they are trying to gain. Companies need to analyze how well their acquisition process works so that they can be sure that it adds to the competitive advantage of the industry as a