Legal And Institutional Context In Which Hrm Is Practiced

LEGAL AND INSTITUTIONAL CONTEXT IN WHICH HRM IS PRACTICED
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Executive Summary
The introduction offers an overview of the business environment and the impact merges and acquisitions present to the role of HRM. The changing business environment characterized by high levels of competitiveness has made the HRM practices a critical aspect in successful mergers. The review of the literature highlights that organizations merge to increase their market presence as well as improve performance. In the merger process, HRM plays an important role of aligning the workforce from the different companies with the objectives of the new organization. This is achieved following the legal provisions that protect the workers while aligning them with the organizational needs. Findings and analysis of the review show that an effective approach in HRM practices requires identifying and integrating the different cultural, corporate cultures that exist in different organizations to ensure that workers focus on a common goal. In this light, the HRM practices should be in line with the legal provisions and best practices that dictate how workers should be treated and compensated. Employee relation will focus on inclusion to ensure that all stakeholders are satisfied. This is reflected in the action plan that alludes HRM practices will be strategic to achieve high levels of employee productivity and organizational performance.
Table of Contents
 TOC \o "1-3" \h \z \u  HYPERLINK \l "_Toc531886500"
Introduction  PAGEREF _Toc531886500 \h
3
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Literature review  PAGEREF _Toc531886501 \h
3
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Findings  PAGEREF _Toc531886502 \h
5
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Analysis  PAGEREF _Toc531886503 \h
6
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Discussion  PAGEREF _Toc531886504 \h
6
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Employee relations in the new company  PAGEREF _Toc531886505 \h
7
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Conclusion and recommendations  PAGEREF _Toc531886506 \h
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Action plan  PAGEREF _Toc531886507 \h
7
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Recommendations  PAGEREF _Toc531886508 \h
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Legal and Institutional Context in Which HRM Is Practiced
Introduction
Increased globalization is increasingly influencing the economic and business environment, making it dynamic and competitive. This has made it necessary for organizations to adjust and restructure their strategic growth and survival in their respective industries. At the same time, human resource management (HRM) functions have become imperative aspects of how organizations gain competitive advantage (Rees and Edwards, 2009, p. 24). This is premised in the context that organizations have access to the same type of resources, technologies, and financial capital to remain competitive, but the workforce is the most important asset. With effective HRM practices, organizations can create competitive advantage through the workforce, because the business structure and practices might be replicated, but the skills, knowledge, and experience held by work...