SBS MBA HRM Assignment: Case Study Analysis and Report

This report presents an analysis of two case studies related to Human Resource Management (HRM). The first case study examines Cisco Systems' acquisitions and mergers, focusing on the importance of workforce compatibility and the impact of HR practices on successful integration. It delves into the significance of training, job security, and the role of HR in post-acquisition processes. The second case study investigates the HRM challenges and opportunities within the automobile manufacturing industry, considering factors such as labor costs, technological advancements, and the influence of NAFTA. The report explores the evolution of managerial environments, technological integration, and the importance of employee retention strategies, providing insights into the future of HRM within the sector. The report also includes an interview with a former regional manager, offering a real-world perspective on the impact of mergers and acquisitions on employee performance and satisfaction.

RUNNING HEAD: HUMAN RESOURCE MANAGEMENT 0
HUMAN RESOURCE MANAGEMENT
2019

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Executive summary
In this report, two different case studies are deliberated based on the various HR practices and
strategic human resources. The first one evaluates and describes the situation of Cisco systems
along with the acquisitions and mergers. The second one highlights the situation of the human
resources and the automobile manufacturing industry. The objective of this study is to discover
the necessity of HR practices and the influence of HR policies and practices on automobile
manufacturing in future.
Thus, from this study it is observed that the human resource practices and the managerial trends
of the industry have the ability to improve the skills and performance of the employees working
in the automobile manufacturing industry.

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Contents
Executive summary.........................................................................................................................1
Case study........................................................................................................................................3
QUESTION 1:..............................................................................................................................3
QUESTION 2:..............................................................................................................................3
QUESTION 3:..............................................................................................................................4
Case study 2.....................................................................................................................................5
QUESTION 1...............................................................................................................................5
QUESTION 2...............................................................................................................................5
QUESTION 3...............................................................................................................................6
QUESTION 4...............................................................................................................................7
Bibliography....................................................................................................................................8

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Case study
QUESTION 1:
Most of the organizations preparing for other company acquisitions look for the compatibility in
the operative, economic criteria and strategic objective. However, workforce is the most
important assets of any organizations, which was neglected by the Cisco systems. The
workforces were provided sufficient amount if training in order to understand their
responsibilities and roles within the organization (Machado, 2015). They further take care off the
job securities, which are provided to the employees and are not lay off unless they are required.
HR practices, which helped the organization in making successful acquisitions.
 The practice of targeting the company, which delivers best fit for CISCO’s own planned
business and direction culture.
 Determination of the success, which depends on the level of post-purchase preservation
and the assimilation of newly, acquired intellectual and personal capital.
No forced acquisitions
 After the achievements, personnel’s of the assimilated company were provided 30 days
of coordination training in order to fit into the environment of the organization.
 A top – level addition team visits the objected Corporation and offers clear information
concerning cisco and the future roles of the workforces of the developed company.
QUESTION 2:
Human resources are the foremost basis of competitive advantage for a business and is also refer
to the success key as it is the hard work and commitment that allows the corporation to attain the
goals and objectives. In spite of this, in many cases importance was not given to human resource
aspects of achievements and the mergers because firms going for procurement objective for
growing their share of market, reinforcement of their core tasks or functions, decreasing
competition of market by accomplishing the practical know-how of the another firm. Earlier,

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human resource, their commitment and their loyalty was not given much importance (Noe et al.,
2018).
 Redefining structural objectives:
Association sense that they need to redefine the objectives now so that the employees can
fit in the firm, but the organization was incapable to redefine the same structural
objectives.
 Growth, unanswered, layoffs and increment are some of the certain issues.
 Extreme focus on productivity, efficiency, market share and less attention to the issues
that motivate these consequences.
 Execution process and decision-making is one of the reasons because of which the firm
controlled the human resources.
 Structure of the organization:
It is not understandable that how the structure of both the organization will relate to their
work (Belcourt & McBey, 2015).
QUESTION 3:
I have interviewed Mr. Wael Haider who is a former regional manager in the firm Showtime to
inquire him to express his experience about the collaboration of Orbit and Showtime (Ferenczy,
2016).
- How did you feel when you heard about the merger?
I felt stressed and sad as I always had fear of losing my job and change means
difficulties. I am not involved in the process of decision-making, so I had no idea that this
change will have an effect on my job.
- Did this merger have any impact on you and your coworker’s performance?
Yes, many other employees felt sad and worried like I did as they also had fear of losing
their positions or having changes in their responsibilities. In addition, this thinking might
have an effect on their health and capability of thinking.
- Was there any sustenance from the HR department and the management?

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Yes, the HR manager and many departments supported the team at the time of merger.
As they all managed the conferences and meetings for discussing the advantages of the
merger and making companies new missions and visions.
- Are you satisfied with your job? If yes then why, and if not then why not?
Earlier I was sad, but later I felt so happy about this merger as it had an positive impact
on my job. I got a promotion to regional manager for MENA region in Africa and this
was actually a big change for my carrier (Maynard, 2017).
Case study 2
QUESTION 1
Depending on the given case study, U.S. automobile industry is the most common cooperative
industry for which a resurgence of United States manufacturing system was anticipated by John
Rutledge and Deborah before the introduction of the new century. They identified the issues
related to the human resource, which needs to be solved in future. The issues such as baby boom,
labor cost and many others needs to be solved by the managers of the automobile industry. From
this, it is ensured that the managers should concentrate on high inflation, employee performance,
aging of the baby boomers and recognizes all the factors of risk that can affect the productivity
of the business (Boxall & Purcell, 2015).
The researchers observed that the baby boomers has reached the mid-forties in 2010 and the
oldest personnel’s are not capable to work effectively for which, the organization needs to recruit
the employees who have great skills to perform the work. Another HR problem is the
outsourcing of the personnel’s that creates the problem in the environment of the workplace.
The experts researched that Labor cost is increasing regularly which is also an issue of the
human resource that needs to be maintained in the future.

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QUESTION 2
In the given case study, it is noticed that the management practices for future generations and the
skills of the employees may be change with the support of advanced computing machines and
tools. These tools help to have a control on the practices of management that further decrease the
efforts of the employees that can result in good performance of the manufacturing industry. The
other key factor is that the administration needs to have a focus on cost of labor in order to
execute the policy that concentrates on raising the employee preservation (Marian Weaver,
2015).
For reducing such issues and problems in future the management needs to adopt some new
management practices such as 3D-printing, learning of machines and many other automobile
technologies that can improve the enactment of the industry. Subcontracting is the key factor that
can affect the HR policies and practices, but has the ability of enhancing productivity, reduce the
cost of labor and manage the operating capital. The role of policies for the retention of the
employees increases with the increase in the number of employees working in the service sector.
The manufacturing companies concentrate on the training policies, which helps to expand the
skills of the employees and encourages the Reward associated policies for the management for
retaining the employees (Sifuna-Evelia, 2017).
QUESTION 3
There are several differences between the managerial environment and human resource in the
automobile sector when it was compared with the current situation of the 21st century. These
differences occurred in innovation, organizational structure, technologies, values of worker,
managerial trends and tendencies in the consumption of the HR practices. The automobile
industries suffered many complications while adapting the equipment and machines that are
necessary for the increasing the production of goods. On the other hand, the present developed
environment in managerial trends and computing technologies reduced such problems and
advanced machines were made available to develop the values and performance of the
employees (Nieuwenhuis & Wells, 2015).

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Earlier, many automobile manufacturing companies did not put attention on the safety and health
concerns that raised various issues in the workers and personnel. But in the present generation,
they are providing effective services to the workers and are focusing on the safety and health
issues, which are suffered by the workers that helped in developing the overall enactment of the
manufacturing industry (Farnham, 2015). Therefore, demographic trends were established to
diminish the problem of aging the current automobile cooperation and involve the experienced
employees and Youngers who helps to maintain the productivity of the industry.
The previous generations did not followed the human resource practices which led to occurring
the issues faced by the personnel’s that cannot be controlled by the management. But the current
advanced generation of the manufacturing industries adopted the human resource practices to
improve their performance (Bizmanualz, 2015).
QUESTION 4
The North American Free Trade Agreement may affect the U.S. Automobile Sectors in the future
generation as it will create various opportunities and responsibilities for workforce in Mexico
and Canada. Furthermore, in the beginning of 2020, the North American employment will raise
the level of opportunities by 40 percent in both Mexico and Canada (Frias Jr, 2016). These type
of agreements may affect the economic growth, FDI and diminished government expenses,
which supports automobile industries to advance their performance and the production in more
effective manner.
In the beginning of the year 2020, The NAFTA will amend the methods of automobile
manufacturing personnel’s through which the employees can develop their abilities and skills
and can improve their experiences. Hence, with the help of NAFTA drifts that offers consistent
services to the consumers and manages the outsourcing processes, the employees can develop
their capabilities of understanding the work and performing it in the most efficient manner.
However, NAFTA will amend the methods of the automobile manufacturing in Mexico and
Canada in the coming 5 years. Such ways can help in reducing the issues and the difficulties that
were faced by the employees of the industry at the workplace.

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Bibliography
Belcourt, M. & McBey, , 2015. Strategic Human Resources Planning. Nelson Education
Limited.
Bizmanualz, 2015. Human Resources Policies and Procedures Manual. Bizmanualz,
Incorporated.
Boxall, & Purcell, , 2015. Strategy and Human Resource Management. Macmillan International
Higher Education.
Farnham, , 2015. Human Resource Management in Context: Insights, Strategy and Solutions.
Kogan Page Publishers.
Ferenczy, I., 2016. Employee Benefits in Mergers and Acquisitions: 2016-2017. Wolters Kluwer
Law &.
Frias Jr, , 2016. NAFTA and the WTO. Telly Frias Jr Cordero.
Machado, , 2015. International Human Resources Management: Challenges and Changes.
Springer.
Marian Weaver, M., 2015. NAFTA at 20: Overview, Trade Effects, and Impact on Agriculture.
Nova Science Publishers, Incorporated.
Maynard, , 2017. Mergers and Acquisitions: Cases, Materials, and Problems. Wolters Kluwer
Law & Business.
Nieuwenhuis, & Wells, , 2015. The Global Automotive Industry. John Wiley & Sons.
Noe, , Hollenbeck, , Gerhart, & Wright, , 2018. Human Resource Management: Gaining a
Competitive Advantage. McGraw-Hill.

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Sifuna-Evelia, , 2017. Human Resource Management Practices. Singapore: Partridge Publishing.