3) Redeployment
The fact of merger can be very sensitive to employees when it comes to redeployment within the firm. The first issue that they are concerned with is whether they are required to change their roles or positions in the newly-merged company and in what extend this new job distribution thing would affect them. In order to reduce anxiety caused by the insecurity and unknown, the company should make a formal announcement to all employees about how this transition process work and who are influenced under this merger. It is crucial to ensure the redeployment process is taken under an objective and fair assessment. The evaluation may include performance appraisal, personal traits, and knowledge or skills. The most important of this, …show more content…
Since the newly-merged company has its own culture and nature, parts of the HR procedures and even policies might be different due to those changes. In order to make a smoother integration, the HR team should make an announcement of new policies and procedures, for example, attendance regulations, redundancy & disciplinary regulations, and ethical regulations. In addition, the manager may need to keep evaluating whether these regulations are workable or require adjustment. Additionally, under the regulations of TUBE, the transference from existing companies to a new provider is expected to include many parts, such as the staffing, the clients and customers, estates including IT and utilities, and other impacts on the risk register. (CIPD 2012) As a result, the implication for the employees is supposed to follow the rules when it comes to terms and conditions, pension, and so forth. However, due to the differences of terms and conditions from two previous companies, the employers may expect to integrate those contracts and change their contents to ensure they are fair to all employees. The company then may need assistance from HR team to negotiate with employees and try to reach an agreement because those terms and conditions are protected under
The fact of merger can be very sensitive to employees when it comes to redeployment within the firm. The first issue that they are concerned with is whether they are required to change their roles or positions in the newly-merged company and in what extend this new job distribution thing would affect them. In order to reduce anxiety caused by the insecurity and unknown, the company should make a formal announcement to all employees about how this transition process work and who are influenced under this merger. It is crucial to ensure the redeployment process is taken under an objective and fair assessment. The evaluation may include performance appraisal, personal traits, and knowledge or skills. The most important of this, …show more content…
Since the newly-merged company has its own culture and nature, parts of the HR procedures and even policies might be different due to those changes. In order to make a smoother integration, the HR team should make an announcement of new policies and procedures, for example, attendance regulations, redundancy & disciplinary regulations, and ethical regulations. In addition, the manager may need to keep evaluating whether these regulations are workable or require adjustment. Additionally, under the regulations of TUBE, the transference from existing companies to a new provider is expected to include many parts, such as the staffing, the clients and customers, estates including IT and utilities, and other impacts on the risk register. (CIPD 2012) As a result, the implication for the employees is supposed to follow the rules when it comes to terms and conditions, pension, and so forth. However, due to the differences of terms and conditions from two previous companies, the employers may expect to integrate those contracts and change their contents to ensure they are fair to all employees. The company then may need assistance from HR team to negotiate with employees and try to reach an agreement because those terms and conditions are protected under