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A merger would also bring about “challenges in building a new global organization, creating a new culture, retaining and motivating key talent, and maintaining our business and customer focus throughout our internal future,” (Bague, 2003). The first strategy the HR department put into action was open communication, this helped the company build trust and allow the workers to cope with uncertainty the merger could bring. HP decided the more informed the employees were the better. Human resource developed a “People Strategy” program to connect HR practices with process across the business to ensure that they move quickly through the initial change period and set high standards aimed at performance in the workplace...
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Common topics in this essay:
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