Strategic Human Resources

Abstract

The purpose of this paper is for each team member to research two companies that have faced specific issues related to those identified in the InterClean scenario. Each team member will compare and contrast their research companies to the InterClean scenario and identify course concepts that apply to the individually researched companies and InterClean.

Strategic Human Resources

InterClean, Inc., like many companies today, is an organization that wants to expand both domestically and worldwide. An increase in future profitability and market presence is an objective InterClean wishes to accomplish, but in order to meet these expectations they must also adhere to the environmental safety regulations being implemented. InterClean proposes to do this with the offering of a streamlined full-service solutions package to its customers

Key Course Concepts

Align organizational structure with strategy. One of the things that InterClean is looking to do is align their organizational structure with the merging of both companies’ employees. Their goal is to develop the strongest teams possible to align with their strategy of having multi-functional teams prepared to support InterClean’s high-quality products with high quality service. Nordstrom organized for success. They were able to increase profits by focusing on blending their operational efficiencies with merchandising talents. Daimler Chrysler was not so successful in their merger attempt. InterClean can research the true problems that face mergers and carefully strategize their merger with Enviro Tech.

Evaluate recruiting and selection alternatives. InterClean will have to evaluate their selection alternatives when deciding which employees to keep and which ones to let go. InterClean may need to make new selections. They should have a human resource plan, personnel policies, recruitment sources, etc.

Examine the application of human capital development with regard to skill sets and gap analysis. InterClean will need to examine their workforce and evaluate their employees status. Are they dissatisfied? Are there any behavior changes? Are there any physical and psychological withdrawals? AT&T had issues with their employees being dissatisfied after their merger with BellSouth. InterClean will need to strive for balance between employee satisfaction and profits.

Evaluate Training and Development Alternatives. InterClean will need to evaluate their training and development tools. With their new strategy coming down the pike, InterClean will need to train their employees. They need to make sure they have the proper tools in place to train these employees.

Evaluate the Human Resource Management Implication of “Going Global”. If InterClean decides to go global, they will need to consider what their return on investments will be. They will also need to evaluate the equal employment opportunity laws and ways of characterizing labor markets. AT&T considered laws governing acquisitions and mergers when they planned their merger. Not considering the law will put a damper on the smoothness of the transition and will affect the outcome.

Assess the Unique Nature of International Human Resource Management as Compared to Domestic Human Resource Management. If InterClean enters into the global market, they will need to characterize the labor markets. They will also need to assess McClelland’s learned needs in order to be successful in a global environment. McClelland’s needs may be classified as achievement, affiliation, or power. A person’s motivation and effectiveness in a certain job function are influenced by these three needs. Understanding these three needs is important since it stands true globally.

Assess the Challenges and Opportunities of Multinational Cultural Diversity and Affirmative Action. InterClean will need to consider the laws and regulations of the International Equal Employment Law, the U.S. Employment Law and Global Operations. They will also need to know the host country’s laws. InterClean needs to be aware that other countries differ in their cultural beliefs than the United States. Just as we have our own cultural differences, other countries have differences also. For example, some countries do not respect women in the workplace. Male workers may not respond well to having a female manager.

Conclusion

In conclusion, InterClean like the other companies researched here must deal with many challenges to make this merger a success and to become more competitive in the market. They will only be successful by building a single culture and use best practices from each company to build the competitive advantage they hope to gain from the merger. The merger allows