Question

The leadership of a medium-sized technology company has determined that the most viable option to expand their product line is to merge with an existing, larger company. HR is part of the team conducting due diligence for the merger. One item that concerns HR is the different approaches the companies have to work/life balance. The employees of the old company feel that they are treated unfairly because pay, benefits, and working conditions are different within work groups. HR believes that the new company should have a blend of the cultures and the benefits of the two companies.

HR is responsible for communicating the decision to the current employees and developing a timetable for the integration. Employees are excited to join the larger company, based on rumors of better pay and benefits with the new organization.
The new company is ready to reduce redundancy in key leadership positions and develops a work group to identify positions for elimination. After identifying duplicate positions, managers must recommend individual employees for termination.
The merger of the two companies is underway, and HR has been asked to develop organizational effectiveness measures to improve performance and productivity. HR has undertaken the OED process.
One group has declined in performance, productivity, and profits. The leadership team has asked HR to review the situation and provide a recommendation. The manager of this group has a reputation of having an abrasive management style.
What is the first step HR should take to ensure that all employees are treated fairly in regard to pay, benefits, and working conditions?

A. Hold focus groups to understand the issues and recommend any changes to the leadership team.
B. Educate employees on the internal complaint procedure.
C. Tell the employees that the company will address their concerns once the merger is completed.
D. Provide training on new jobs and processes.

Answer 1

HR should initiate focus groups to collect employee input on how to fairly integrate the pay, benefits, and working conditions of the merging companies.

Step-by-step explanation:

The first step HR should take to ensure that all employees are treated fairly in regard to pay, benefits, and working conditions is to hold focus groups to understand the issues and recommend any changes to the leadership team. As part of the merger and acquisition process, it's vital to understand the concerns and perspectives of employees to successfully blend and harmonize the cultures of both organizations. These focus groups can provide valuable insights into the differing approaches to work-life balance, perceptions of unfair treatment, and employee expectations. By engaging directly with employees in this structured way, the HR team can gather relevant information that will help in creating a comprehensive plan to manage the integration of policies and benefit systems that align with the new organizational culture.