People in this organization don’t talk to one another anymore. Ever.docx

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“People in this organization don’t talk to one another anymore. Everything is e-mail, e-mail, e-mail. If you are mad at someone, you can just say it and then hide behind your computer.” With these words, Joe expressed his frustrations with Delta General’s operations. Charley echoed his concerns, responding, “I agree, but surely the managing director should be able to improve organizational communication without losing the advantages of e-mail.” As a consultant overhearing this conversation, how do you suggest the managing director respond to Charley’s challenge? .

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COMPANY PRESENTATION By; 1 Introduction Global human resource management include following aspects: Unify the companies culture in mergers Management of personnel internationally Enforcing global recruitment strategy Managing expatriates Onboarding process Compensation strategies in international business The international operations of the company required newly hired staff or expatriates who will move to abroad for international business operations. Global human resource management provides various aspects to facilitate personnel management system in international business operations. Global human resource management include management of personnel internationally, unify the companies culture in mergers, enforcing global recruitment strategy, managing expatriates, onboarding process and compensation strategies in international business. In this presentation, all these aspects of global HRM will be presented. We will also study the global recruitment strategy with reference to Japan recruiting system. One compensation strategy will also be suggested for international business operation along with the key strategies required to enhance ethical behavior, sound working conditions and labor relation. 2 Strategies to Unify Companies Culture Identify cultural differences Communicate differences State cultural agenda Encourage share values Increase synergies Communicate expectations Set operating Model Build trust Mergers is an effective international strategy which merge two companies. Following are the check list steps that would be important to unify one company culture with other company. Identify cultural differences: The corporate cultures are usually different from each other. While merging the operations, it is important to identify the major differences exist in the culture in order to settle these differences in best possible way. Communicate differences: It is an important responsibility of manager to communicate differences in order to set a culture of compromise and adjustment with in two different cultures. State cultural agenda: After merger, it is important to state cultural objective and agenda in order to clarify the cultural expectations and to set a unified behavioral norm and pattern. Encourage share values: It is not good to throw everything of pre-existing culture and change everything after merger (Shrivastava, 1986). It is better to work on the base of common operating principles and use the concept of shared values as well as standardized process. Increase synergies: The basic logic behind merger of two companies is to increase the synergies through efficient operations. By combining the operations and values of two companies, a greater sum can be achieve (Søderberg & Holden, 2002). Communicate expectations: By communicating expectations of merger with employees, a unified cooperating culture can be set (Kumar, 2000). Operating model: The operating model of the company will define the company structure.

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