Strategic Human Resources
Benchmarking is a vital component of change management especially in the human relations field. During radical changes, like what InterClean is currently experiencing, employees may be uneasy and weigh their options. The company must understand what sets world-class companies apart from the run-of-the-mill companies during unsteady times. This paper examines twelve other companies, compares, and contrasts key concepts relating to human relations and development. It will consider the effect of organizational structure, recruitment and selections alternatives, human capitol development, and training and development alternatives in light of best practices observed through the twelve benchmark companies as well as potential pitfalls to avoid. As InterClean acquires EnviroTech, blends the two company's human capitol for best efficiency and cultural stability, while changing sales strategy and product line-up it considers how to best leverage human relations strategies into its situation. Considering how other companies have successfully navigated acquisitions, mergers, and corporate restructuring will give InterClean guidance.
Organizational Structure Alignment
In today's ever-changing market environment, organizational structure alignment with the overall corporate business strategy is absolutely important and necessary to the success of the company. As a result, the financial success is determined by how well employees are aligned and engaged with the organizational structure and its business strategy, and how they use influential tactics to complete their tasks. The InterClean scenario clearly demonstrates that the acquisition of EnviroTech fits well with the company's organizational structure and its overall strategy during the process of rapid growth. The executive team at InterClean recognizes that they will need to build a team that can lead the company to profitability, to determine any gaps within their organizational structure, and...
View Full Essay