Integration Of Human Resource Management And Corporate

Describing human resource practices and functions

Discuss about the Integration Human Resource Management And Corporate.

The main functions and practises of human resource practises include recruitment and selection. This can be considered as a vital tool for human resource management as the organisations need talented employees to ensure that the progress of work can be done in a smooth manner. At the same time, human resource manager also provide training and development to the employees (Cascio 2018).  

The purpose of human resources is to ensure that staffing, compensation to the employees and benefits are provided in a proper manner. At the same time, the work that the employees need to undertake are divided and designed in a manner that makes it easy for the employees to perform effectively. Thereby, the purpose of maximising the productivity of the organisation can be attained.

Relevant legislative and regulatory requirements in the industry include Work Health and Safety Act, 2007, Corporation Act, 2001 and Equal Employment Opportunity Act. These acts are common in each industry irrespective of the services provided or the products manufactured. In the case of specific industries such as manufacturing industry, ethical issues can be considered in terms of fair wage and employment.

The labour sourcing option that can be used in the modern day include search via social media or job portals (Miller 2017). However, for different type of labours, the sourcing options can also vary.

Table 1: Hiring employees

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The responses of the industries are each of these cases varies depending upon the requirement. For example, while recruiting the consultants, a company can either recruit an employee who has previously worked in it or can get a new employee with experience from a different organisational background.

In the modern world, business organisations and activities are dominated by technologies. Brewster (2017) stated that in jobs are designed in a manner so that technology can be applied that provides satisfaction to the employees seeking job roles on the use of technology. The management of the employees can be easily done by applying technologies related to record keeping.

According to Bratton and Gold (2017), strategic plans require board members to work in a collaborative manner and develop new ideas for the development of an organisation. Knowledge about organisational structure, financial stability and availability of resources is required for executing a proper successful strategy.

A strategic plan must include these seven elements:

• Vision Statement
• Mission Statement
• Core values
• SWOT analysis
• Long-term goals
• Yearly Objectives
• Action plans

Explaining the purpose of human resources

Based on the commonalities of the three companies it can be said that the strategic direction of OzMarket can be to increase the on-the job training of the employees so that growth for the companies of RoboTeck and Quick Kelpie can be achieved. At the same time, provide opportunities to grow internally so that outside recruitment can be done for lower level ranks. This can is a source of motivation for the employees.

The steps required for providing directions, objectives and achieving targets include:

• Conduct a SWOT analysis of OzMarket
• Set up benchmark
• Conduct market research
• Set up of SMART goals
• Achieve the goals

In order to conduct a proper merger, it is necessary that OzMarket analyse the external environment. The political considerations is important as most of the time, the Government may condemn the merging of two companies. OzMarket need to ensure that the two companies are non-identical to one another so that proper advantage of the merging can take place. However, in the recent times, the cultural as well as the communication obstacles form a barrier in the mergers. This is mainly because the organisational culture of RoboTech is different from that of Quick Kelpie; therefore, this is one emerging trend that OzMarket need to consider that may cause hindrance to the idea of merging the two companies.          

The labour needs or skills that are to be maintained in RoboTech and Quick Kelpie include a payroll Clark. This is mainly because with the merging of the two companies and despite some vacancies, the number of employees in the company can be more than expected. Therefore, it is necessary that 2 more payroll Clarks are recruited so that the companies can satisfy the employees and maintain the financial records of each employee.

The shortfalls of the departure of the employees can lead RoboTech and Quick Kelpie to provide weakened support to one another. The merging of the employees of both the companies can lead to some form of resistance and misunderstanding from both parties as the organisational culture of the two companies are different. Therefore, mitigation techniques such as icebreaking technique before work can help the employees to know about one another.

Questionnaire for the managers based on the preferences of the philosophies, values and policies include:

• What type of resources does the organisation seek to employ?
• What are the organisational philosophies that you expect to follow in the newly merged companies?
• What cultural values can you expect to be followed?
• What type of policies that will be implemented so that productivity from the merger increases?
• What changes do you intended to make in the values of the organisation?

Budget: The budget for the merging project can be set at AUD$ 4 million. This is mainly because the essential requirements of the human resources, equipments and most importantly changes in the commencement of business for both organisations need to be considered during the merger process.

Listing the relevant legislative, regulatory and industrial requirements for a business

Priorities: The priority that needs to be provided is the welfare of the employees. The employees of RoboTech and Quick Kelpie need to be provided with motivation that can help them to trust the merger policy and adapt the style of work based on the new rules and policies.

Timeframes: The period for gaining the budget and the prioritising of the employees may need a minimum of 9 months.

The strategic objectives that can be developed for the new entity includes:

• To improve on the current business structure of the new entity
• To ensure 50% of growth of the company within the first fiscal year
• To abide by the new rules that is set for the merging of the companies

The costs that need to be associated with the development of the objectives and targets include:

• Recruiting new and talented employees
• Providing salary hike to people that are being a part of the change
• Purchase equipments
• Conduct proper researches

The associated benefits that can be derived from the costs include stability of the organisation. The new merger entity can benefit by talented employees and latest technologies as the business can be developed in a proper and quick manner. This can provide opportunities for the company to emerge as competitive in the market.

The application of decision support system can help in the management of the programmes. The decision support system is a part of the management information system that can be useful to compile information from various sources. In the case of the merging entity, the decision support system can assist in solving problems related to the availability of employees. 

Therefore, to summarise it can be said that for the new entity of RoboTeck and Quick Kelpie it is necessary that proper objectives be developed and the cost of meeting the objectives are specified. The application of decision support system can help the company to gain information from sources that can in maintaining the stability of the new organisation.

OzMarket need to ensure that the current state of work place competency is maintained along with the values and vision of the workplace. Gaps can be analysed based on the competencies so that the ongoing evaluation of the HR strategies and plans along with the change management can be analysed.

The risk management plan can be based on three levels that prioritise the risks of failure due to the lack of staffs and sudden change in the management. The risk management need to focus on the movement of the two companies for success to continue.

The list includes:

• Identifying the viability of the plan
• Identifying alternatives for the plan
• Identifying the resources available
• Identifying the time required for completing the plan
• Analysing the potential threats that need to be ensured
• Ensuring that the mitigation techniques of the threats are measured

Table 2: Activities of tasks and roles

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The review of the strategic and risk management plans suggests that the new recruits are highly competitive and efficient in the work that is undertaken. However, other targets and objectives that need to be monitored include the time and budget of the completion of the project.

Table 3: Monitoring checklist

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The potential issues that can be identified from the project management are the time and resources. Thereby a plan can be drawn that can help in the effective managing of the projects. This plan need to determine the extra resources required so that the project can be completed within the specific time limit.

The adaptive plans that are already in place for RoboTeck and Quick Kelpie includes recruiting talents that have the potential to the change the thought process while approaching a particular project. Thereby, the alternative option of managing work force can help the two merging companies to develop success in the business.

The evaluation of the planning process can be attributed to the success of the two companies. The identification of the risks can help in ensuring that the companies mitigate the issues by applying proper planning strategies.

Throughout the assignment, I have managed to formulate the objectives by conducting proper research about the nature of organisational culture of the two companies. I have created targets based on the research about the availability of the resources and the capability of the two companies.

Reference

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Brewster, C., 2017. The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Cascio, W., 2018. Managing human resources. McGraw-Hill Education.

Miller, M., 2017. Human Resource Management. Pearson

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