Question

In a midsummer strategy session, a company determines that it will close its West Coast manufacturing unit and move the entire manufacturing effort to the East Coast head office. To bring the East Coast office fully online, 100 new positions will have to be filled. The work is going to migrate to the East Coast over a 90-day period that will begin September 1. HR has been asked for advice and support.

In trying to ensure strategic alignment of human capital activities, what would be most beneficial to HR?

A. Scheduling a meeting with the business leaders to understand business needs and goals for the future
B. Networking with colleagues to determine which activities they may have used in similar situations
C. Reviewing and assessing past activities of this type and then building an appropriate process for this initiative
D. Interviewing all managers in the affected unit to determine what support they would need for the move, but only when it is really necessary

Answer 1

To ensure strategic human capital alignment during the company's transition, HR should meet with business leaders, review past activities, and network for insights, while considering the real-world challenges employees face when relocating or losing jobs.

Step-by-step explanation:

To ensure strategic alignment of human capital activities when the company closes its West Coast manufacturing unit, the Human Resources (HR) department should prioritize a few actions. Firstly, it would be highly beneficial to schedule a meeting with the business leaders to understand the future business needs and goals. Understanding the big picture will enable HR to align its activities with the overall strategy of the company. Secondly, reviewing and assessing past activities similar to this relocation and using that knowledge to build an appropriate process for this initiative will help in creating an informed plan. Lastly, networking with colleagues could provide additional insights or proven strategies that could be adapted for the current matter at hand. As the relocation and transition of 100 new positions to the East Coast head office occurs over a 90-day period, it is critical for HR to act promptly and effectively in support of a smooth transition.

Additionally, as reflected in practical scenarios, it is critical to recognize that not all employees who lose jobs can immediately transition to new ones. The HR department should consider this reality while managing the transition to mitigate the impacts on the workforce and reduce frictional unemployment. Creating support systems or providing resources for those seeking new career paths, looking for part-time work, or moving to new locations can be valuable.