Source: http://www.bathconsultancygroup.com/downloads/HR-Development-Case-Study-v1.0-July-2011[171].pdf age 3 of 5 Question 2 According to Ulrich, human resource consultants play various roles. Considering that the organisation is undergoing various changes due to the merger, describe the different type of roles that the human resource consultants would play. Provide examples from the case study. Question 3 Not only have various different types of employees joined the organisation through the merger but a number of new staff have also joined the organisation. Management in particular finds it difficult to fully understand the different personalities. You are requested by management to compile a report to illustrate the different dimensions of personality and describe the differences between type A and type B personality. Question 1 As the senior HR business partner involved in the merger and plans related thereto, you are required to conduct a human resource needs analyses of the organisation. Briefly discuss the process of human resource planning that you will undertake to ensure that the organisation’ current and future needs are met. Provide examples from the case study. Question 4 The last step in the staffing process is induction, also known as employee socialisation. It is suggested that induction is important in terms of supplying new employees with basic information and skills that are needed for them to perform successfully in their new jobs. Unfortunately, some companies do not pay sufficient attention to the induction process. You are required to develop a detailed orientation programme for a new HR officer joining this company after its merger, highlighting the following points: • The aim of the programme; • The objectives of the programme; • What must happen during the first three (3) days; • What the job requires; • Information needed by the new employee. Page 4 of 5 Question 5 Creating a network across the new department was seen to be a great benefit derived from the programme that was created as a solution to the organisations’ merger issue. The initiative showed that it was far more effective to bring people together in a learning environment in order to understand the change and their new role than to leave people to muddle through it. As part of the employees learning, you, as the Senior HR business partner are required to conduct/ facilitate a session in which you explain any five (5) factors which contribute to individual differences that might influence their understanding of the change/ merger and their new role. END OF PAPER Page 5 of 5 .