BUILDING A UNIFIED HR FUNCTION

A Role Play – Group 5

Narrator: A company's success often hinges on its ability to effectively integrate its human resources. Today we will
be exploring the multifaceted challenges and opportunities presented by HR integration.

We'll delve into three key areas: onboarding and orientation of new employee, the complexities of merging HR policies
following an acquisition or expansion, and the crucial role of change management in navigating significant HR
transitions such as new leadership or restructuring.

This scenario will highlight the strategic importance of effective HR integration in ensuring a smooth and successful
outcome for all stakeholders.

Scene 1 (Walking Together)

Beduya: Hys! Monday nasd. Babad nasd tag office work ani. Naa man diay tay Meeting unya no?

Siton: Lagi ayyy, pero I heard naay new employed ron. I hope we can be close with her.

Beduya: Yeah, Excited bitaw ko, hoping she’s friendly. Tara uy, dritso nalang tas meeting room. Aron, maka prepare tas
lain natong buhaton.

Siton: Tara!

Scene 2 (Setting: Metro Freight Operation conference room together with the new hire Jerisa, are attending their
first onboarding session.)
(DO NOT READ DURING THE ROLE PLAY – JUST FOR INFO.)
A Metro freight service offers a timely, cost-effective solution when you have goods to send locally. Local parcel services
are not just the domain of couriers. Metro freight services also offer same day delivery, with regular daily cycles at
possibly a fraction of the cost of a courier delivery.
1. ONBOARDING & ORIENTATION: A FRESH START
Narrator: First impressions matter. In the workplace, onboarding sets the tone for an employee's entire experience.
It's the first chance to showcase your company culture and values.
HR Manager (Mangoba): "Good morning, everyone! Welcome to Metro Freight. We’re excited to have you onboard.
Our goal today is to ensure you have a smooth transition into your roles.”
Recruitment & Hiring Specialist (Beduya): "Jerisa, we’re so glad you’re here! We carefully select candidates who align
with our company values, and we’re confident you’ll do great."
New Employee (Pepito): "Thank you! The onboarding process feels really structured, which is reassuring."

Training & Development Officer (Tacio): "Hello (Happily), I am (Name) ________ the Training and Development
Officer and I’ll be walking you through your training schedule. Over the next few weeks, you’ll have skill-building
sessions and mentorship opportunities."
Compensation & Benefits Analyst (Juntilla): "Hi there, I am (Name) ________ the Compensation Benefits analyst And
I’ll be covering your salary, benefits, and perks later today. If you have any questions about healthcare, PTO, or bonuses,
I’m your go-to person."
Employee Relations Officer (Siton): "Welcome to the company, I am (Name) ________ the employee relations officer.
I also want to emphasize that we have an open-door policy. If you ever experience concerns or need support, I’m here to
ensure a fair and positive work environment."
Operations Head (Servano): "From a workflow standpoint, I’ll be helping you understand how your role contributes to
the bigger picture. We want to ensure you’re set up for success. I am the Operations Head"
Jerisa: "I really appreciate this support system. I already feel like part of the team!"
HR Manager (Mangoba): “eherm!!” Excuse me [Confidently, with a smile] We all want to feel like we belong. We
crave connection and purpose. In the workplace, HR integration is the glue that makes this happen. It's about bringing
people and processes together seamlessly. It’s about making sure everyone is on the same page, from day one until well
succeed.
Narrator: Remember, a positive onboarding experience leads to higher engagement, increased retention, and a
stronger company culture.

[Scene ends with the team sharing smiles and nodding in agreement.]
Scene 3
2. MERGING HR POLICIES AFTER AN ACQUISITION: BRIDGING TWO WORLDS
(DO NOT READ DURING THE ROLE PLAY – JUST FOR INFO)
Both Swift Logistics and Metro Freight are companies offering logistics services, primarily focused on freight forwarding
and transportation.
Narrator: Mergers and acquisitions can be exciting times for companies, but they also present significant HR
challenges. Merging two distinct company cultures and HR systems can be complex and fraught with potential pitfalls.
HR Manager (Mangoba): "Alright, team. With Metro Freight now part of Swift Logistics, we need to align our policies
without disrupting employee morale. Any Thoughts?"
Recruitment & Hiring Specialist (Beduya): "One challenge is cultural differences. Metro Freight employees are used to
a flexible schedule, while we have stricter in-office policies."
Training & Development Officer (Tacio): "We could host cross-company workshops to help employees adjust and
collaborate better."
Compensation & Benefits Analyst (Juntilla): "Their pay structures also differ slightly. We need to balance fairness
while keeping salaries competitive."
Employee Relations Officer (Siton): "I’ve received concerns about job security. Employees need reassurance that
they’re valued in this transition."
Operations Head (Servano): "From a workflow perspective, we should ensure that any policy changes don’t negatively
impact productivity."
HR Manager (Mangoba): "Good points. Let’s set up focus groups with employees from both companies to discuss
concerns and co-create policies that work for everyone."
Employee Relations Officer (Siton): "That will help build trust. We need to show employees that this is a merger, not a
takeover."
HR Manager (Mangoba): "Exactly. Let’s give a collaborative approach so this transition feels seamless for everyone."
Narrator: Through careful planning and clear communication, HR can guide the company through successful
mergers and acquisitions.

[Scene ends with the team discussing plans and sharing determined looks.]
Scene 4
3. CHANGE MANAGEMENT IN HR: NEW LEADERSHIP, NEW VISION
Setting: A strategy meeting at Metro Freight after the announcement of new leadership and restructuring.
Narrator: Change is inevitable, especially in today's business environment. Whether it's a leadership transition, a
company-wide restructuring, or the adoption of new technologies, HR plays a critical role in managing change
effectively.
HR Manager (Mangoba): "With a new CEO and a company restructuring, our job is to manage this transition smoothly.
We need a plan to support employees through these changes."
Recruitment & Hiring Specialist (Beduya): "Will there be hiring freezes or job cuts? Employees will want to know
how secure their positions are."
Training & Development Officer (Tacio): "Some roles will evolve. We should provide upskilling programs to help
employees transition into new responsibilities."
Compensation & Benefits Analyst (Juntilla): "If restructuring affects pay scales, we need to ensure transparency and
fairness."
Employee Relations Officer (Siton): "Morale is low right now. I recommend town halls and one-on-one meetings to
address employee concerns directly."
Operations Head (Servano): "From a productivity standpoint, we need to minimize disruptions. Departments must
remain functional despite the restructuring."
HR Manager (Mangoba): "Good insights. Let’s roll out a clear communication plan, provide training where needed,
and reassure employees that we’re here to support them."
Employee Relations Officer (Siton): "Agreed. If we handle this well, employees will see this change as an opportunity
rather than a threat."
HR Manager (Mangoba): "Let’s make that our goal. We’ll drive this change with transparency, training, and a focus on
employee well-being."
Narrator: By managing change effectively, HR can support employees and ensure the company thrives in a constantly
evolving business environment.

[Scene ends with the team feeling motivated and ready to embrace change.]