Roles of Human Resource in Managing Employee Expectation for the Success of Merger

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ROLES OF HUMAN RESOURCE IN MANAGING EMPLOYEE EXPECTATION INFLUENCE THE SUCCESS OF MERGER & ACQUISITION

By KASMARIZA KASSIM

A project paper submitted to Othman Yeop Abdullah Graduate School of Business Universiti Utara Malaysia in fulfilment of the Requirements for the degree of Master of Human Resource Management

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TABLE OF CONTENT TABLE OF CONTENTS LIST OF TABLES LIST OF FIGURES ix xiii xiv

CHAPTER 1 : INTRODUCTION 1.1 1.2 1.3 1.4 1.5 1.6 Background Study Problem Statement Research Questions Research Objectives Significant of Study Definition of Terms 1.6.1 1.6.2 1.6.3 Employee’s Expectation Leadership Communication 1 2 4 5 6 7 7 7 8

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1.6.4 1.7 1.8 1.9

Commitment

8 9 9 9

Scope of Study Assumptions Structure of the Study

CHAPTER 2 : LITERATURE REVIEW 2.1 2.2 Introduction Evaluation of Merger & Acquisition 2.2.1 2.2.2 2.2.3 2.2.4 2.3 2.4 2.5 Pre-Deal Due Diligence Integration Planning Implementation 11 11 12 13 13 14 17 18 19

Evaluation of Employee Expectations The Importance of Managing Employee Expectation Evaluation of Strategic Human Resource Management in M&A

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2.5.1 2.5.2 2.5.3 2.6 2.7 2.8

Leadership by Human Resource Communication by Human Resource Commitment by Human Resource

21 22 24 25 26 26

Research Model/Framework Research Hypothesis Development Conclusion

CHAPTER 3 : METHODOLOGY 3.1 3.2 Introduction Research Design 3.2.1 3.2.2 3.3 3.4 3.5 Type of Study Unit of Analysis 27 27 28 28 29 30 31

Population and Sampling Procedure Data Collection Procedure The Measurement

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3.6 3.7 3.8

Questionnaire Design Data Analysis Techniques Conclusion

32 33 35

CHAPTER 4 : FINDINGS 4.1 4.2 4.3 4.4 4.5 Introduction Overview of Collected Data Respondents’ Profile Reliability Analysis Major Findings 4.5.1 4.5.2 4.6 4.7 Pearson Correlation Coefficient Multiple Regression 36 36 36 39 40 40 42 45 45

Summary Findings Conclusion

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CHAPTER 5 : DISCUSSION AND ANALYSIS 5.1 5.2 5.3 5.4 5.5 5.6 Introduction Discussion Limitation of Study Recommendations for Future Research Theoretical and Practical Implication Conclusion 46 46 50 51 51 52

REFERENCES APPENDIX A : Questionnaire APPENDIX B : Frequency Analysis APPENDIX C : Descriptive Statistics APPENDIX D : Reliability Analysis APPENDIX E : Correlations Analysis APPENDIX F : Regression Analysis

53 58 63 66 76 77 78

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LIST OF TABLES Table 3.1 : Table 3.2: Table 3.3 : Table 3.4 : Table 4.1 : Table 4.2 : Table 4.3 : Table 4.4 : Table 4.5 : Table 4.6 : Sample Breakdown Likert-Scale Measurement Items Questionnaire Layout Response Rate Respondents’ Profile Reliability Analysis Inter-Correlations of the Major Variables Results of Regression Analysis Summary Findings 30 31 31 32 37 37 38 41 43 44

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LIST OF FIGURES

Figure 2.1 : Figure 2.2 :

Merger & Acquisition Life Cycle Comparison of Where HR Playing A Lead Role in very Successful Deals vs. Less Successful Deals

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Figure 2.3 :

Research Framework

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CHAPTER 1 INTRODUCTION 1.1 Background of Study. Merger and acquisition (M&A) has certainly become the mechanism for companies to respond to the demands of the business world. It has been since several years, a main topic for strategic literature, since its advantages in its right use can be estimated in high levels of competitive advantages for companies. Companies that are facing changes in their organizational structures through a M&A, present important modifications in the processes, politics, values and frame of references. Each participant of this processes either the acquiring or the acquired, have to face different process and challenges. Clearly, both companies are affected part of their identity and way of doing things. The challenges of this adaptation are more evident when the difference of core business between the both companies is more obvious. Therefore, the kind of industry is a fundamental element to understand the transition. First of all, some fields are...
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