TERM 1
B6032 Module 1 Assignment 3 Case Study
Merger and Acquisition Updated
DEFINITION 1
B6032 Module 1 Assignment 3 Case Stu dy Merger and Acquisition
NEWThroughout this cour se, you will review scenarios involving
Company A, which has been acquired by Company B. Company A was
founded in 1956 in Mobile, Alabama. Th e average age of its workforce is
57 and it is comprised of 40% Caucasian and 85% male. Company B was
founded in 1997 in San Francisco, Califo rnia. The average age of its
workforce is 35 and it is comprised of 45 % Caucasian and 50%
male.These two companies have been st aunch competitors in the
marketplace for several years and the employees of Company A are
resentful of integrating with their form er rival. There are many strategic
and ethical challenges involved in this acquisition. A few of the goals of
the acquisition project are listed below :Managing the Communic ation
and Information Sharing:The company wants to keep employees
informed of how the acquisition will im pact them.The company wants to
be sure that they provide enough infor mation to satisfy the employees,
but not provide so much that the emp loyees feel overwhelmed.The
company wants to be sure that the tim ing of the communication
matches their execution of the change s within the two
organizations.Managing th e Consolidation and Changes:There is n o
doubt that there will be layoffs as a res ult of the acquisition. The
company wants to do what is best for t he acquisition in a way that
inflicts the least amount of harm to the existing employees.The
company wants to make the decisions about who to layoff in the fairest
way possible.The company wants to try and limit exposure to potential
discrimination (age and gender) stem ming from the layoffs.Managing
the Relocations of Some the Employees:A nother impact of acquisitions
is that employees may be asked to reloc ate in order to maintain
employment in the newly formed orga nization.The company wants to
manage the expenses and potential di sruption with the relocations.The
company wants to assess relocations ve rses hiring new employees
locally.Let us look at the role and respon sibilities of HR managers
regarding managing the companys go als related to the recent
acquisition.Instructions:You have a wide variety of em ployees
encompassing different ages, genders, and ethnic backgrounds
represented in these two companies. A s a Strategic HR Director, your
goal is to create a workforce that will e ffectively move the newly
formed company forward.Now, address the following issues:Identify all
of the information you would need to e ffectively manage the three
goals above.Identify the challenges and potential issues related to
implementing the three goals above.D evelop recommendations for
strategies to address these challenges and help the newly formed
company meet its goals.Write a five-to-s even-page report in Word
format. Apply APA standards to citation of sources.Use the following file
naming convention: LastnameFirstInit ial_M1_A3.doc. For example, if
your name is John Smith, your docume nt will be named
SmithJ_M1_A3.doc.
TERM 2
B6032 Module 2 Assignment 2 Case study
Paid Time Off PTO Policies Updated
DEFINITION 2
B6032 Module 2 Assignment 2 Case stu dy Paid Time Off PTO Policies
NEWPTO policies have beco me good tools for HR staff to use in term s of
organizational incentives. Use the Argo sy University online library and
your textbooks to read about PTO polici es. Now, let us go back to
Company A and Company B from Modu le 1.While reviewing the
information from the two merged comp anies, the HR Director has found
out that each company has two differe nt PTO policies.Company A has a
PTO system in which employees are giv en 30 days of paid time off each
year, which accumulates at the rate of 2.5 days a month. Under this
policy, vacation and sick leave are all ro lled into one paid leave and any
absence whether scheduled, such as v acation, or unscheduled, such as
sick leave, are taken from the accumul ated leave the employee has
earned.Company B has a more tradit ional leave system in which
employees are given 12 days of vacation , 10 days of sick leave and 10
holidays. The company is closed on thos e holidays. Vacation is
accumulated at a day per month. Sick leave has an unlimited
accumulation, but unlike vacation wou ld not be paid out upon
termination of employment.S ince the employees of the merged
company will be working side by side, the HR Director has asked you to
review the situation and make recomm endations for a
solution.Instructions:Prepare a report to send the HR Directo r
addressing the following issues:Identify a ny additional information you
would need to recommend a solution, a nd explain where you would
likely find that information.Discuss any issues you would likely
encounter if you were to merge the PT O system to a traditional leave
system. Explain which issues would be difficult to solve and why.Explain
any problems you see with leaving the two systems in place, and
identify which system would be assign ed for new employees.Make a
recommendation for one common PTO system. Explain your system and
why you think this system is the best system for the company.Include
two to three scholarly references in you r response.Write a five-to-
seven-page memo to the companys Chi ef Executive Officer (CEO). Apply
APA standards to citation of sources.
TERM 3
B6032 Module 3 Assignment 2 Required
Assignment 1 Ethical and Legal Issues
Updated
DEFINITION 3
B6032 Module 3 Assignment 2 Require d Assignment 1 Ethical and Legal
Issues NEWHR ethics are im portant to organizations as they can have legal and
moral implications. In this assignment, you will develop a plan to resolve some of
the ethical and legal issues involved in a me rger. Use the Argosy University
online library and textbooks to read about ethi cal and legal issues.Consider the
following scenario:As part of the employmen t contracts, employees have certain
rights. For example, employees have the rig ht to not be coerced into situations
against their will. They expect to be able to a ccess the information, which affects
their job, company, and career. Such work s ituations can increase stress, lower
self-esteem and productivity, cause loss of tr ust, and decrease efficiency.Good
employees who are looking for a more secu re work environment may resign and
take valuable tacit knowledge and talent with them. It is the responsibility of HR
management to create an ethical work envir onment before, during, and after the
merger.Instructions:As a strategic HR Directo r, you have been asked to identify
ethical and legal issues involved in a merge r and develop a plan to resolve these
issues. Your plan should address the followi ng:Identify specific legal and ethical
issues that should be considered before, du ring, and after the merger.Develop an
implementation plan for managing the poten tial legal and ethical concerns for
the merger.Explain how the proposed plan w ould help managers establish an
ethical work environment.Develop a plan for how to resolve ethical and legal
issues.Write a five-to-six-page plan in Word fo rmat. Apply APA standards to
citation of sources. Use the following file na ming convention:
LastnameFirstInitial_M3_A2.doc.
TERM 4
B6032 Module 4 Assignment 2 Case Study
Training Assessment Updated
DEFINITION 4
B6032 Module 4 Assignment 2 Case Stu dy Training Assessment
NEWTraining assessment i s an important task for HR personnel. U se the
Argosy University online library and tex tbooks to read about training
assessments.Then, consider the following scenario:You ha ve recently
been appointed as a training manager for the southeast region of a
major supermarket chain in the U.S. Y our territory includes 15 retail
stores. Your responsibility involves wor king directly with store
managers and other stakeholders to d evelop training solutions to meet
specific needs of employees in various st ores. This includes, but is not
limited to, performing needs assessmen ts, determining appropriate
instructional design and training deliv ery methods, as well as
implementing and evaluating training initiatives.Three of the store s in
your territory have missed sales goals f or the last two quarters. All
three stores have received low custome r satisfaction scores and are
experiencing increased employee turn over rates. The high employee
turnover has resulted in the store man agers hiring many new and
relatively inexperienced sales associates , which further contributes to
the problem.The senior management team of the supermarket chain
believes that training and developmen t may help decrease employee
turnover and increase customer satisf action. You have been asked to
assess training needs and develop a pr oposal to address the situation in
these three stores.Instructions:Use scholarly reso urces and your
learning, address the following:Identi fy, using simple heuristics, the
indicators that show that the specific p roblems experienced by the three
stores can be resolved through trainin g.Design a needs assessment
plan and identify three specific trainin g initiatives you would
recommend for these employees. Includ e the expected outcomes for the
three training initiatives in your propo sal.Select one of the specific
training initiatives you identified and d evelop a budget of projected
costs to implement this initiative. Write a seven-to-nine-page trai ning
proposal in Word format. Apply APA sta ndards to citation of
sources.Make sure you w rite in a clear, concise, and organized m anner;
demonstrate ethical scholarship in acc urate representation and
attribution of sources; and display accu rate spelling, grammar, and
punctuation.
TERM 5
B6032 Module 5 Assignment 2 Required
Assignment 2 Career Development Plan
Updated
DEFINITION 5
B6032 Module 5 Assignment 2 Require d Assignment 2 Career
Development Plan NEWIn this assignment, you w ill recommend the
components of a career development p lanning program and explain how
the plan will integrate the organizatio ns mission and value
statements.Consider the following scen ario:Yo u work in the HR
Department of an electric power comp any in the southwestern region of
the U.S. The company was founded in 1 940 and has an excellent
reputation as a provider of electricity. It is also considered to be an
outstanding corporate citizen and kno wn to be an excellent place to
work. It has been ranked among the t op three employers in the
community for several years.Its mission is to serve customers needs for
electric power in ways that provide exc eptional value to all
stakeholders including customers, sha reholders, employees, and the
communities in which it operates.Its values include providing a safe
work environment; fairness and respe ct for customers, employees,
shareholders, and partners; honoring commitments to use resources
wisely; providing a high quality of wor k life for its employees; and
