Running Head: Strategic Human Resource
Strategic Human Resource
August 10, 2010
Strategic Human Resources
The face of business is ever-changing and companies must evolve to stay relevant within their industries. This evolution of business brings about many changes to organizational operations as well as employee development. The InterClean scenario describes the many factors which can make or break these company changes. A case for change must be present and developing a solid plan for the business and its employees will help identify any potential issues that may arise. The following will identify companies that have faced change, some that have executed it successfully, and some which had issues or errors with the execution of their plan. While there are some companies who face personnel issues, others face branding issues and others customer issues, but all have an impact on the success of a change.
Key Concepts Breakdown
When considering a major business move, leaders must examine many aspects of the initial investment and the return that can be expected. Through careful planning and projections, the results can be expected in the short term and long term goals. According to Dreher and Dougherty, the return on investment from a human resources perspective can be described as “the positive payoff comes from being better able to identify the best of the best. Likewise, the overall quality of applicants making up the local labor market will affect the rate of return associated with these types of investment” (2001, p. 203).
The return on investment is important to consider throughout the planning process when making any type of business move. Through careful examination of the track record of two companies planning to merge, leaders can project and plan for the return on investment and how it will interact and be leveraged by the human resources available through the business. These actions can allow this new company to emerge with...