Hi Friends,
We have recently been acquired by an Indian Company. I wanted to know what the role of HR is when this acquisition is happening because we need to boost the morale of the employees. We have been asked to conduct a lot of road shows for our staff across the country. How should we start and what should we do? I hope you all understood what I am trying to convey.
Regards
From India, Madras
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14We have recently been acquired by an Indian Company. I wanted to know what the role of HR is when this acquisition is happening because we need to boost the morale of the employees. We have been asked to conduct a lot of road shows for our staff across the country. How should we start and what should we do? I hope you all understood what I am trying to convey.
Regards
From India, Madras
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Dear Colleagues,
The role of HR in this kind of situation would include, but not be limited to, the following:
Managing Change: HR would bring to use his/her effectiveness in how to manage change and help people adapt to changes - for example, new titles, reporting channels, compensation schemes, general changes in policies, and their implementation.
Diversity Management: Closely linked to the above is the issue of managing diversity - basically, this is a marriage of some sort, hence people from diverse career backgrounds, let alone cultural and perceptual orientations. HR would have to ensure that no one feels neglected or marginalized within the new dispensation.
Training/Development: HR would take it upon him/herself to ensure that appropriate induction and training are recommended and approved for virtually all categories of employees. This would include conversion courses for those changing departments, fast-track courses for those to be promoted, and probably resettlement/retirement workshops for those to be eased out of the system.
Compensation/Benefits: HR would see to it that he/she recommends the most equitable compensatory scheme for the newly merged company, especially as it relates to the industry they find themselves in. In addition, those to be let off the hook should be compensated accordingly.
The role of HR is to consistently find ways of formulating policies that are people-friendly, and as long as human beings are the ones in the workplace, new policies will always be needed to be formulated and eventually implemented when approved.
Thanks.
From Nigeria, Lagos
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The role of HR in this kind of situation would include, but not be limited to, the following:
Managing Change: HR would bring to use his/her effectiveness in how to manage change and help people adapt to changes - for example, new titles, reporting channels, compensation schemes, general changes in policies, and their implementation.
Diversity Management: Closely linked to the above is the issue of managing diversity - basically, this is a marriage of some sort, hence people from diverse career backgrounds, let alone cultural and perceptual orientations. HR would have to ensure that no one feels neglected or marginalized within the new dispensation.
Training/Development: HR would take it upon him/herself to ensure that appropriate induction and training are recommended and approved for virtually all categories of employees. This would include conversion courses for those changing departments, fast-track courses for those to be promoted, and probably resettlement/retirement workshops for those to be eased out of the system.
Compensation/Benefits: HR would see to it that he/she recommends the most equitable compensatory scheme for the newly merged company, especially as it relates to the industry they find themselves in. In addition, those to be let off the hook should be compensated accordingly.
The role of HR is to consistently find ways of formulating policies that are people-friendly, and as long as human beings are the ones in the workplace, new policies will always be needed to be formulated and eventually implemented when approved.
Thanks.
From Nigeria, Lagos
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Hi!
The role of HR would involve searching for agency/event management companies and asking for roadshow/promotions to be conducted. You would need to obtain quotes from them and discuss the details.
For more information about roadshows/promotions across the country, please contact Ms. Satyavati Rao at satyarao2@dataone.in or satyrao@gmail.com.
Regards,
Srinivas
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The role of HR would involve searching for agency/event management companies and asking for roadshow/promotions to be conducted. You would need to obtain quotes from them and discuss the details.
For more information about roadshows/promotions across the country, please contact Ms. Satyavati Rao at satyarao2@dataone.in or satyrao@gmail.com.
Regards,
Srinivas
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Dear Friend,
First and foremost, the thing to be done in this case is to make all the new policies and strategies that are to be followed very clear to all of your people. Because unless these things are clear to them, they won't be able to perform their best at their workplace. Also, try to identify problems along with solutions when discussing people management, organizational culture, and communicate the same to your executives.
Since you have to manage both ways – the new company's expectations and your old people base – it will be your team who will be assisting these individuals in adapting to the new trends and strategies of the company.
Hope you understand my point of view.
All the Best!
Regards,
Rich.
From India, Hyderabad
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First and foremost, the thing to be done in this case is to make all the new policies and strategies that are to be followed very clear to all of your people. Because unless these things are clear to them, they won't be able to perform their best at their workplace. Also, try to identify problems along with solutions when discussing people management, organizational culture, and communicate the same to your executives.
Since you have to manage both ways – the new company's expectations and your old people base – it will be your team who will be assisting these individuals in adapting to the new trends and strategies of the company.
Hope you understand my point of view.
All the Best!
Regards,
Rich.
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Friend,
First and foremost, the thing to be done in this case is to make all the new policies and strategies that are to be followed very clear to all of your people. Until these things are clear to them, they won't be able to perform their best in the workplace.
Also, try to identify problems along with solutions while discussing people management, organizational culture, and conveying the same to your executives. Since you have to manage both ways — the new company's expectations and your old people base — it will be your team that will help these individuals adapt to the new trends and strategies of the company.
I hope you understand my point of view.
All the Best!
Regards,
Rich.
From India, Hyderabad
Acknowledge(0)Amend(0)
First and foremost, the thing to be done in this case is to make all the new policies and strategies that are to be followed very clear to all of your people. Until these things are clear to them, they won't be able to perform their best in the workplace.
Also, try to identify problems along with solutions while discussing people management, organizational culture, and conveying the same to your executives. Since you have to manage both ways — the new company's expectations and your old people base — it will be your team that will help these individuals adapt to the new trends and strategies of the company.
I hope you understand my point of view.
All the Best!
Regards,
Rich.
From India, Hyderabad
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