Managing People & Organizations

  Introduction Health and safety in Human Resource Management (HRM) is crucial for creating a safe and productive work environment, directly impacting employee well-being, organizational performance, and legal compliance. In the context of HRM, health and safety not only focus on physical safety but also on mental health and the overall wellness of employees. HR professionals play a key role in integrating health and safety policies into the organizational strategy and ensuring compliance with relevant regulations. Health and Safety as a Strategic HR Function In a strategic HR context, health and safety are seen as integral to achieving organizational goals, rather than merely being a regulatory requirement. HR managers are responsible for developing and implementing health and safety policies that align with organizational objectives and corporate culture. Creating a work environment that prioritizes the health and safety of employees ensures that the workforce remains produ...

  Introduction Mergers and acquisitions (M&A) represent complex organizational changes that require effective strategic human resource management (SHRM) to ensure a smooth integration of human capital. Strategic HR plays a key role in addressing the challenges of M&A, focusing on aligning the workforce, integrating cultures, managing leadership, and fostering employee engagement. Figure 01 - Challenges in M & A Process Source : https://firmroom.com/blog/m-a-challenges-and-solutions 1. Workforce Planning and Talent Retention Workforce planning and talent retention are critical to the success of M&As. Effective HR management involves assessing the talent pool of both organizations, identifying key employees, and ensuring retention of critical talent during the integration process. According to Schweiger and Denisi (1991), retaining key employees is one of the most effective ways to minimize the disruption caused by M&A and prevent the loss of organizati...

  Introduction: Human Resource (HR) outsourcing and shared services have become prevalent strategies for organizations seeking to streamline their HR functions, improve efficiency, and reduce costs. HR outsourcing involves the delegation of specific HR activities to external service providers, while HR shared services centralize HR functions in one location or service center to serve the entire organization. This approach has evolved due to the increasing complexity of business operations and the desire for organizations to focus on core competencies.     HR Outsourcing HR outsourcing involves contracting third-party providers to handle various HR functions, such as recruitment, payroll processing, benefits administration, and employee training. Organizations outsource HR functions to reduce costs, improve service quality, and access specialized expertise. The main drivers for outsourcing include the need for scalability, flexibility, and the ability to focus on ...