UK Corporate Mergers and Their Implications Essay

UK Corporate Mergers and Their Implications - Essay ExampleThe study has identified multiplex HR driven logical implications of integrated mergers such as downsizing planning, training & development, managing change resistance, deciding optimum human resource portfolio after merger and establishing performance focusing indicators. It has been found that primary role of HR practitioners would get extension during in incarnated merger surgical process and for this reason, top level management have started put more importance to HRD division in prepare to address HR driven implication of corporate mergers in proper manner. Apart from fulfilling gap in the literature regarding HR driven implication of corporate mergers, the study finding can be used by companies to plan the human resource management strategy during corporate mergers in UK. ... Consideration of enquiry works of Szabla (2007) reveals the fact that although HR practitioners have to pretend vital during the part of downsizing employee, recruiting new staff, providing training to staff of spouse companies which are being distinguished implication of corporate mergers but very few researchers conducted research on the topic in edict to understand HR driven implications of corporate mergers. Therefore, aim of the study will be to conduct research human resource implications of corporate mergers and fulfil certain gap in the literature. UK has been selected as location for the research. In such backdrop, following research question has been derived for this research paper. Research Question What is HR driven implication of corporate mergers in UK? SECTION 2 LITERATURE REVIEW Liveris (2001, p. 19) defined the characteristics of corporate mergers & acquisition as, The social unit M&A process begins with confidential discussions. What is your company looking to buy? Whos willing to stag? How much will it cost? Is it worth it? These are simple questions on the surface, but they require tangled a nalysis. In such context, Garavan (2007) and Gallos (2006) pointed out that human resource department works closely with partner organizations on strategic issues throughout corporate merger process such as downsizing of employee in order to decrease operational cost post corporate mergers, manage change resistance from existing workers towards the corporate merger process, recruiting new employees, developing performance management framework post corporate mergers and providing training to employees from partner organization. In UK, human resource departments need to take part in corporate merger process as are covered by the Enterprise Act, 2002, Companies