Your workforce, which was initially comprised of yourself and three workers, has evolved to a workplace of 15 employees. The company that your business has recently acquired employs 49 workers (18 of whom are close to retirement). You know the following:
You need to hire HR personnel.
You need to revisit your organization’s strategic vision.
You need to communicate your organization’s culture to the new employees and onboard/orient these employees into the organizational culture.
You need to foster a sense of teamwork among employees.
You need to plan for the integrated workforce’s training and development needs.
You need to determine succession plan processes.
The six points provided above are important to consider. Since an acquisition is often difficult, there is much that you need to expand upon, thereby ensuring individual, team, and organizational success.
Provide a detailed overview of what your organization’s strategy will be, for the next year, five years, and ten years. This strategy will be different than what is presented in your Portfolio Project Milestone #1, specifically since an acquisition is taking place. Compare and contrast how these strategic goals are different than those initially created before your organization acquired this new company.
Identify your vision and goals for the HR Department. Determine the functions of your HR Department. What functions will be internal? What functions will be outsourced? Explain your rationale for your decisions. Additionally, determine how many HR personnel you would like to hire. Briefly describe the functions and responsibilities of these HR employees and elaborate about other important HR information that you see fit.
Note that not all HR functions can be outsourced. Also, you do not need to outsource functions unless you believe it is necessary.
Explain how you will orient/onboard employees into your workforce. Think about what programs might be offered. What information should be covered? Why? Also, will all employees need to attend orientation or are just new employees required to attend?
Develop training goals for your workforce. Explain what necessary workforce training your employees will need, as well as how training differs based upon one’s organizational position.
Think about how training will be different for hourly employees, salaried employees, and members of leadership. What training will be required of all employees? What training will be required of certain employees?
In order to create a strong organizational culture, which is focused on teamwork, determine how employees will successfully interact as members of a team. Develop strategies for encouraging teamwork and collaboration among departmental members. For example, how could you encourage team cohesiveness among all sales personnel? Additionally, explain the importance of teamwork in your organization.
Identify future workforce needs. As previously mentioned, it is likely that 18 of your employees will be retiring within the next one to five years. Explain how you will develop employees, as well as recruit external applicants. Create a succession plan and an overall external recruitment plan.
Project what challenges your organization, as well as your HR Department, will likely encounter within the next three to five years. Base these challenges on future industry projections and HR forecasts.
