hello, i am an MBA student ding my project in merger.
this is for the first time i am writing on this site. i want to know what is the role of HR in merger activity? and what all should be done in this process apart from studying the policies and benifits of the two merging companies.
looking forward for a sincere advise.
regards
From India
1this is for the first time i am writing on this site. i want to know what is the role of HR in merger activity? and what all should be done in this process apart from studying the policies and benifits of the two merging companies.
looking forward for a sincere advise.
regards
From India
HI
THE MAIN WORK OF HR UNDER MERGER WOULD BE
CHANGE MANAGEMENT
ATTRITION CONTROL
MAN POWER FORECASTING
INTERNAL/EXTERNAL MARKETING
MORE WORK CAN ALSO COME UNDER THE PREVIEW OF HR, BUT THEN AGAIN THE SAME WOULD DEPEND UPON THE NEED OF THE COMPANIES
From India, Mumbai
THE MAIN WORK OF HR UNDER MERGER WOULD BE
CHANGE MANAGEMENT
ATTRITION CONTROL
MAN POWER FORECASTING
INTERNAL/EXTERNAL MARKETING
MORE WORK CAN ALSO COME UNDER THE PREVIEW OF HR, BUT THEN AGAIN THE SAME WOULD DEPEND UPON THE NEED OF THE COMPANIES
From India, Mumbai
Hi,
In merger,HR play major role in different phases,
it start with Pre Merger preparation,HR HAVE TO STUDY
* Cultural aspects of the organisation
* Designations and work processes
* Compensation Strategy
* Industrial Relations Envioronment
* HR Practices
After the merger ,
* Creating Communication channels for both organisations
* Fecilitating the meeting of both companies for mutual understanding,decesion making
* Creating confidence in the merging organisation about their future
* Taking care of preserving of values and legasy of the merging company ( How Tata's done to Corrus
* We can go further in fecilitating a new Objectives for combined company
Shiva Prasad
From India, Secunderabad
In merger,HR play major role in different phases,
it start with Pre Merger preparation,HR HAVE TO STUDY
* Cultural aspects of the organisation
* Designations and work processes
* Compensation Strategy
* Industrial Relations Envioronment
* HR Practices
After the merger ,
* Creating Communication channels for both organisations
* Fecilitating the meeting of both companies for mutual understanding,decesion making
* Creating confidence in the merging organisation about their future
* Taking care of preserving of values and legasy of the merging company ( How Tata's done to Corrus
* We can go further in fecilitating a new Objectives for combined company
Shiva Prasad
From India, Secunderabad
though almost all the points are covered above, but let me try to sum up with some additional pointers -
Prior Merger/Acquisition
1. Understanding the People Policies & Processes (Identifying the difference)
2. Understanding the Compensation & Benefits and working out the differences in terms of the loss after merger or acquisition.
3. Understanding the current hierarchy and band/level and mapping the same with your company.
3. Understanding the work culture and engagement initaitives
Post Merger
1. Facilitating one time payout for the difference amount to curb the loss
2. Aligning people processes and policies to integrate through a gradual process
3. Integrating Compensation, Band, Designation and in case of salary correction, revised comp. letters to be issued.
4. Organising frequent town halls, all hands meeting to assimilate the employees of the merged/captive company in a settled way.
5. Adopt a strategy whcih is open and transparent to win the confidence of people of the captive.
thanks.
Best Wishes
Rajiv Naithani
From India, Lucknow
Prior Merger/Acquisition
1. Understanding the People Policies & Processes (Identifying the difference)
2. Understanding the Compensation & Benefits and working out the differences in terms of the loss after merger or acquisition.
3. Understanding the current hierarchy and band/level and mapping the same with your company.
3. Understanding the work culture and engagement initaitives
Post Merger
1. Facilitating one time payout for the difference amount to curb the loss
2. Aligning people processes and policies to integrate through a gradual process
3. Integrating Compensation, Band, Designation and in case of salary correction, revised comp. letters to be issued.
4. Organising frequent town halls, all hands meeting to assimilate the employees of the merged/captive company in a settled way.
5. Adopt a strategy whcih is open and transparent to win the confidence of people of the captive.
thanks.
Best Wishes
Rajiv Naithani
From India, Lucknow
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