HR PRACTITIONER

HR Practitioner



HR Practitioner

Introduction

The assignment will study the practice of integration preparation for human resource management (HRM) practitioners about organizational culture, human capital management, and change management in mergers and acquisitions. Here, the disjointedness research areas spurred the investigation of how those areas are experienced in integration preparation for HRM practitioners. This study will provide an academic and industry practitioners with a comprehensive and combined research investigation of HRM integration preparation experiences. This in turn, presented areas of relevancy within integration preparation for future research and analysis, including recommendations towards an integration preparation framework of organizational culture, human capital management, and change management for HRM practitioners. The intent of this research study was to add to the integration preparation knowledge for HRM practitioners and promote future research in the field. Therefore, all the issues related to effective HRM Practitioner will be discussed in detail.

Overview of CPD (Continuing Professional Development)

The role of Continuing Professional Development is quite high in any Human Resource Development. The researcher known as Schmidt in 2008 noted the importance of HRM practitioner involvement throughout all stages of a merger and acquisition because of the fragile nature of integrating two or more organizations. The fragile nature of mergers and acquisitions is a result of complications of integration of areas of organizational culture, human capital management, and change management. These areas have each been identified throughout research as critical success factors of integration in mergers and acquisitions. These critical success factor areas of integration preparation have long been classified within the scope of HRM. Research and analysis of mergers and acquisitions have long shown the importance of integration preparation. Researchers such as Argyris, Cartwright, Data, Larsson, Lewin, Kotter, Finklestein, Marks, Mirvis, and Schein have investigated, explored, and authenticated the importance of organizational culture, human capital management, and change management within organizational management.

Important Theories of Human Resource Management

The underlying theory and general implications of these areas are identified as critical success factors to integration of mergers and acquisition. However, the majority of research looks at these areas from an independent perspective of the specific area rather than from a combined integration preparation perspective. Therefore, research has set direction of this study to focus specifically on comprehensive integration preparation for HRM practitioners combining these critical success factors under one appropriate conceptual framework. For instance, research identifies organizational culture as the set norms of an organization that are shaped by the experiences of people within the organization. The shared experiences create the standards, values, and beliefs of doing things within an organization that may vary organization to organization. The variance of organizational culture, the combination of two organizations into one organization via a merger or acquisition ultimately brings to surface the issue of accepting, adapting, and/or creating a new organizational culture that is consistent with the objectives and capabilities of the organizations (Barki, 2005, 179).

Research has shown that organizational culture is one of the most significant and overlooked areas within integration ...