An enterprise makes an acquisition of a similar entity offering related services.
A consequence of the acquisition is a reduction of IT workforce.
When addressing human resource allocation, the MOST important IT governance consideration is to:
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A. B. C. D.D.
When an enterprise makes an acquisition of a similar entity offering related services, it is not uncommon for there to be an overlap in job functions and roles between the two organizations. This can lead to redundancies in the IT workforce, as there may no longer be a need for the same number of staff in the newly merged organization. In this scenario, the MOST important IT governance consideration when addressing human resource allocation is to manage organizational change.
Option A, "manage organizational change," is the correct answer because it is crucial to manage the transition process of integrating two different organizations into one cohesive entity. This includes ensuring that there is a clear communication plan to address changes to job roles, expectations, and responsibilities. Managing organizational change also involves assessing the impact on staff morale, productivity, and culture, and taking steps to mitigate any negative effects that may arise from the acquisition. This is essential for the long-term success of the merged organization.
Option B, "assess 7 skill sets," is a consideration but is not the MOST important IT governance consideration in this scenario. Assessing skill sets is important in determining which staff members are essential to the new organization and which roles may be redundant. However, it is just one factor to consider when addressing human resource allocation.
Option C, "monitor team expenditures," is important but not the MOST important IT governance consideration when addressing human resource allocation in this scenario. It is important to monitor expenditures to ensure that the organization remains financially sustainable, but this should not be the primary focus when addressing human resource allocation.
Option D, "cross-train IT resources," is also important but not the MOST important IT governance consideration in this scenario. Cross-training IT resources can be beneficial in developing a more versatile and resilient workforce. However, it is not the most critical consideration when addressing human resource allocation in the context of an acquisition, where managing organizational change is essential for long-term success.