Challenges of HR Managers in Mergers and Acquisitions, Effects of Sexual Harassment Behaviors, and Advantages of Filling Positions with Current Employees

HUMAN RESOURCE MANAGEMENT 0
Human Resource
Management
Student’s Details-
7/18/2019

HUMAN RESOURCE MANAGEMENT 1
Mergers and Acquisition Strategy
Mergers and acquisition is an effective strategy where two firms acquire each other’s resources
and capabilities for their mutual benefit. Similarly, Bupa merged with NBF in order to retain the
talented human resources (Nelson, 2018). However, the human resource managers have faced
challenges by this merger which is discussed further.
When two firms decide to merge the management and resources, human resources manager has
to face many challenges. The Bupa health insurance group merged with NBF group which led
the human resource managers to face many challenges. Firstly, the managers have to face the
challenge of communication. This means the managers of both the parties have to communicate
the necessity for change, policies and culture of both the companies involved (Lee, 2015). For
example, in case of the merger of Bupa and NBF, the manager has to provide the information
regarding the insurance plans, health programs and the reason for the collaboration made which
can have a negative impact if the employees are against this. Second challenge that the human
resource manager may face is to decide the HR policies and practices that are complimenting to
both the companies (Abugre, 2014). Similarly, the Bupa and NBF merger may be a
challenging thing for HR manager as the manager has to evaluate the compensation, benefits and
other contracts that the merger is giving. The human resources manager has to oversee the
required policies and practices and have to implement new combined plans and policies on
which both the parties are agreed upon. Third challenge that the HR manager confront in merger
and acquisition strategy is in retaining the talented people in the company by identifying the new
organizational structure and deciding upon the recruitment (O'Neil, 2017) . For example,
in case of Bupa and NBF, the human resource manager of the companies involved have to face
the challenges in taking decisions regarding the employees to be recruited. When two
organizations are merged they have different cultures. Therefore, HR manager has to analyze the
organizational structures in order to make a decision regarding the talent they want to recruit and
motivate them.
In the end, it can be said that Mergers and Acquisitions have their own importance when it is
implemented in a better way and is accepted by all. However, it has many challenges as well.

HUMAN RESOURCE MANAGEMENT 2
The merger of insurance company Bupa with NBF has given many benefits but simultaneously it
is a challenging part for the HR managers.
Effects of Sexual Harassment Behaviors
The identification sexual harassment behaviors are important for the organization as it ultimately
affects their productivity. There are serious consequences of sexual harassment as it decreases
the job satisfaction and influences the performance of employees. Therefore certain actions are
taken by the organizations to avoid them which are discussed further.
Sexual harassment behavior has an adverse effect on the organization. This kind of behavior
affects the job satisfaction as the employees especially women get demotivated by this behavior
and it ultimately leads to their job withdrawal (Nielsen, et al., 2017). Being sexual harassed at
the workplace, women face serious health and psychological conditions that affect their health
which forces them to quit the job. All these factors have consequences on the productivity of the
organization because of losing of the most valuable human resources of the organization. It is
important for the organization to identify the sexual harassment. It can be identified through
measuring the turnover rates of the employees leaving the organization due to being harassed and
harassing the employees (Bussing, 2018). Sexual harassment can also be identified through
evaluating absences rates because when someone is sexually them they might not come in the
workplace due to fear. Employees also face major health crisis especially women due to which
they take leaves from the office. These activities affect the productivity of the organization and
however major steps should be taken to avoid sexual harassment at workplace (Fattal, 2018).
Creation of zero tolerance policy is an effective way of reducing the sexual harassment as it
states a written policy of not tolerating harassment. This acts as a discipline against the
wrongdoings of employees and also makes the organization effective. The organizations must
provide adequate training to the employees about the policies of providing harassment free
workplace. This can be possible by undertaken appropriate training sessions and encouraging
employees to use them. The same also applies with supervisors and managers who should be
educated regarding sexual harassment by sessions and are also trained to handle the complaints
pertaining to this issue. All these steps help in creating a positive working environment and
encourage employees to achieve the goals.