Throughout this course, you will review scenarios involving Company A, which has been acquired by Company B. Company A was founded in 1956 in Mobile, Alabama. The average age of its workforce is 57 and it is comprised of 40% Caucasian and 85% male. Company B was founded in 1997 in San Francisco, California. The average age of its workforce is 35 and it is comprised of 45% Caucasian and 50% male.
These two companies have been staunch competitors in the marketplace for several years and the employees of Company A are resentful of integrating with their former rival. There are many strategic and ethical challenges involved in this acquisition. A few of the goals of the acquisition project are listed below:
- Managing the Communication and Information Sharing:
- The company wants to keep employees informed of how the acquisition will impact them.
- The company wants to be sure that they provide enough information to satisfy the employees, but not provide so much that the employees feel overwhelmed.
- The company wants to be sure that the timing of the communication matches their execution of the changes within the two organizations.
- Managing the Consolidation and Changes:
- There is no doubt that there will be layoffs as a result of the acquisition. The company wants to do what is best for the acquisition in a way that inflicts the least amount of harm to the existing employees.
- The company wants to make the decisions about who to layoff in the fairest way possible.
- The company wants to try and limit exposure to potential discrimination (age and gender) stemming from the layoffs.
- Managing the Relocations of Some the Employees:
- Another impact of acquisitions is that employees may be asked to relocate in order to maintain employment in the newly formed organization.
- The company wants to manage the expenses and potential disruption with the relocations.
- The company wants to assess relocations verses hiring new employees locally.
Let us look at the role and responsibilities of HR managers regarding managing the company’s goals related to the recent acquisition.
You have a wide variety of employees encompassing different ages, genders, and ethnic backgrounds represented in these two companies. As a Strategic HR Director, your goal is to create a workforce that will effectively move the newly formed company forward.
Now, address the following issues:
- Identify all of the information you would need to effectively manage the three goals above.
- Identify the challenges and potential issues related to implementing the three goals above.
- Develop recommendations for strategies to address these challenges and help the newly formed company meet its goals.
Write a four to-five-page report in Word format. Apply APA standards to citation of sources.
Case study—Paid Time Off (PTO) Policies
PTO policies have become good tools for HR staff to use in terms of organizational incentives. Use the University online library and your textbooks to read about PTO policies. Now, let us go back to Company A and Company B fromModule 1.
While reviewing the information from the two merged companies, the HR Director has found out that each company has two different PTO policies.
Company A has a PTO system in which employees are given 30 days of paid time off each year, which accumulates at the rate of 2.5 days a month. Under this policy, vacation and sick leave are all rolled into one paid leave and any absence whether scheduled, such as vacation, or unscheduled, such as sick leave, are taken from the accumulated leave the employee has earned.
Company B has a more traditional leave system in which employees are given 12 days of vacation, 10 days of sick leave and 10 holidays. The company is closed on those holidays. Vacation is accumulated at a day per month. Sick leave has an unlimited accumulation, but unlike vacation would not be paid out upon termination of employment.
Since the employees of the merged company will be working side by side, the HR Director has asked you to review the situation and make recommendations for a solution.
As an HR Director prepare a report addressing the following issues:
- Identify any additional information you would need to recommend a solution, and explain where you would likely find that information.
- Discuss any issues you would likely encounter if you were to merge the PTO system to a traditional leave system. Explain which issues would be difficult to solve and why.
- Explain any problems you see with leaving the two systems in place, and identify which system would be assigned for new employees.
- Make a recommendation for one common PTO system. Explain your system and why you think this system is the best system for the company.
Include two to three scholarly references in your response.
Write a four-to-five-page memo to the company’s Chief Executive Officer (CEO). Apply APA standards to citation of sources.