HRM302 Managing Change: Strategic HRM in KISS & OFF Merger - Report

This case study report analyzes the merger between Kincade Industrial Sanitary Seating (KISS) and Occupational Fixtures and Fasteners (OFF), focusing on the challenges and solutions related to Human Resource Management. The report identifies key issues such as differences in corporate culture, communication inefficiencies, and the need to determine and retain the best managers from both organizations. It addresses the potential impact on employee morale due to staffing reductions and proposes strategies for effective communication, leadership identification, and staffing level development. Recommendations include establishing clear communication channels, identifying leaders within the workforce, developing appropriate staffing levels, and focusing on a merged operational strategy. The report concludes that the decisions made post-merger, including the termination of inefficient managers, can be justified based on the need for optimal performance and effective leadership within the merged organization.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of University
Author Note

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Conclusion
Therefore it can be said that the merger of the two companies, Kincade Industrial
Sanitary Seatings or KISS and Occupation and Fixtures and Fasteners or OFF has been
successful with greater challenges in Human Resource Management but all of them have
been evaluated and provided solutions to while determining the reason for terminating the
other manager with similar operational efficiency and only determining the best managers.
The solution has been provided as a result of the findings regarding both the organisation and
their challenges regarding the human resource management. They have found that the main
problem associated with the merger was the difference in both the companies with their
working environment and corporate culture process. There have been many discrepancies
with KISS regarding the management team since they were inefficient in communicating and
other operational activities. The determination of the best managers in both the organisation,
especially in OFF were important this is there had been managerial problems in KISS. This
has readily created an effect on the morale and efficiency within both the organisations with
the termination of the unworthy managers. However this was justified since the role and
effectiveness of the managers where required to understand to analyse the performance is
over the year and understand why there has been challenges in the management of operations
in KISS. Although, the morale of the other employees in various departments of the
organisation could have been affected negatively, yet the hierarchical operational heads have
decided on this particular strategy to make sure that the best managers are at the duty in the
merged organisation. Therefore, all the decisions that have been made regarding the
organisation and its operations after the merger can be justified with the reasons that have
provided for the termination of the inefficient managers from the job.

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Recommendation
The retaining of the efficient ones can be identified as one of the effective strategies.
In addition to that, the following can be the recommendations that the merged organization
can apply to the business the entire matter of terminating high level employees who are
unworthy and inefficient:
 Setting up effective communications: In addition to that there must be a strategy
where effective communication is set up between all the employees in the
organisation to find out if the termination and retention process and strategy has
affected the other employees within the organisation in a negative way. Through
effective communication the employees of lower level hierarchy should be made
clear about the termination of ineffective managers.
 Identifying the leaders within the workforce: There could be a possibility that
the inefficient managers found within the organisation with positive leaders in
some way and the non leaders of the business organisation used to idolize them.
On the other hand, effective communication is a feasible way to clear all the
misunderstanding regarding determination and retention strategy after the merging
and it also clears the doubts about any feedback that the employees would like to
present to the organisation to find out if this process is affecting them in any other
way.
 Development of Staffing Level: In addition to that the business organisation
should also develop a staffing level to match the merged organisation with the
levels of Global business organisations. With this process they would learn to
understand what exactly the current standing is within the market and how to hire

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and set the appropriate employees in the appropriate location and the appropriate
time as per the requirements of the organisation.
 Focusing on establishing a merged operation: It is recommended that the
collaborated business organisation remains highly focused on the above-
mentioned strategies and all the business strategies that were practiced previously
in the unmerged organisation that has no value in the business in the long run
should be discarded. All the vulnerable situations that may arise due to the
circumstances within the organisation would be absolutely changed by the new
strategies adopted by the governing body of the merged organisation.

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Bibliography
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.