(Kroon, 1995)
Once the plan has been created, you must begin training / development as soon as possible. This means, that HR personnel must begin to training the staff on the new policies and procedures that will be implemented. Under ideal circumstances, the HR department would want to begin training as soon as possible. This is because there will be a window, between the time frame that the merger is announced and when the actual deal occurs. The reason why is, various regulators as well as the shareholders will need time to: examine the merger, debate about it and vote on it. In most cases, these kinds of mergers can usually take a few months to occur. Given the circumstances surrounding the merger, what more than likely happen is this time table will be increased. This because the regulators will want We Will Hang Onto it Savings, to close the transaction for Lenders Are Us as soon as possible. As a result, this means that once the plan has been implemented, various HR personnel must have access to both companies immediately. (Kroon, 1995)
While, training is an important part of any plan, you must also consider the long-term impact that the plan will have on the business. In this aspect, you are looking at the different skills that each employee / manager brings with them and then evaluating how these skills can be implemented, to benefit the new company over the long-term. This is important, because the more effective that HR personnel are: at identifying those who are most suited for particular position, means that the new organization can be able to develop future leaders / managers. At which point, the company can begin to use its own pool of talent, to identify leaders / staff who could play a major role in helping to build the organization in the future. (Kroon, 1995)
To successfully begin implementing this plan; means that during the initial interviews with staff and employees, HR personnel should be seeking out the key allies that they can use as a part of the training. Once these people have been identified, the HR department can create a committee with these key personnel helping to create the policy. This is important, because when you have allies in both companies that helped to create the plan, it means implementing and training are easier. As key allies and staff in an organization, can say how they were actively involved in the process. Once this takes place, is when the plan will more widely be accepted by employees.
Yet, in order for any kind of plan to be effective requires: that you have a process of evaluating the opinions of employees and managers. Once the training program has been implemented, you want to have periodic surveys to evaluate employee / management attitudes. One way to do this is to have the managers and employees, fill out anonymous surveys on what issues are most important to them and how the current plan is addressing these issues. You would then take the process of evaluation one step further, by having the employees fill out surveys on their managers. The idea is to identify a variety of possible issues that could affect the organization in the future such as: the ability to lead, effectiveness at motivating the team to achieve its goals and how favorable / unfavorable the employees view the management. This is important, because these views that the members of the staff have about their supervisors / managers; will play a major role in determining how productive the team will be. Where, those managers who are viewed in a favorable light will be able to encourage members to go above and beyond their duties. Once this takes place, the organization will begin to see large increases in productivity. Those managers and supervisors that are viewed in a negative light will have trouble motivating their employees, to do the minimum requirements of their job. This is because, the negative perceptions about the management / supervisor will cause employees, to believe that they only thing that these people care about is themselves. At which point, the employees begin to engage in similar kinds behaviors as management. Once this occurs, it is only a matter of time until the entire organization will loose it dominance and market share. In the case of Lenders Are Us, the management / supervisors could engage in similar types of management practices, which caused the company to face a variety of financial challenges. In many ways, once could infer that the decline in the...
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