Earlier this month, your company, a running equipment designer and manufacturer called Runners Paradise, merged with a smaller clothing design company called Activeleak. Your company initiated the buyout because of the excellent design team at Activeleak and their brand recognition, specifically for their MP$3-$integrated running shorts. Runners Paradise has thirty$-$five employees and ActiveLeak has ten employees. At Activeleak, the owner, who often was too busy doing other tasks, handled the HRM roles. As a result, Activeleak has no strategic plan, and you are wondering if you should develop a strategic plan, given this change. Here are the things you have accomplished so far:

Reviewed compensation and adjusted salaries for the sake of fairness. Communicated this to all affected employees.

Developed job requirements for current and new jobs.

Had each old and new employee fill out a skills inventory Excel document, which has been merged into a database.

From this point, you are not sure what to do to fully integrate the new organization.

Why should you develop an HRM strategic plan?

There are many reasons why a HRM strategic plan should be developed. One of the most important reasons for a HRM strategic plan is to allow your company to have goals set and allow your employees to be able to achieve them. Without goals and plans, your company can easily fall apart. As for the same with your employees. If there are no plans and goals for your employees, you could easily be getting employees that have a poor work ethic and are not as driven to do their work on time. This is why it is so important to develop an HRM strategic plan.

$2.$ Which components of your HR plan will you have to change?