Leveraging Hr
Essay by people • December 26, 2010 • Coursework • 525 Words (3 Pages) • 1,907 Views
Leveraging HR
Human Resources can add value to the M&A life cycle in the following ways:
# Pre-deal
- help to identify issues/planning due diligence
- plan due diligence for people/organization cultural fit
- help to educate the "deal" team
- help to develop acquisition guidelines
- Due diligence
- estimate people-related transaction costs
- estimate people-related ongoing costs
- identify/assess cultural differences
- estimate people-related savings
- recommend HR policies and programs
- validate intangible assets
- assess costs of integrating HR systems
# Integration planning
- develop strategies for employee communications
- design programs to retain key talent
- plan and lead the integration effort
- develop total rewards strategy for new entity
- help new organization cope with change
- define organization blueprint and staffing plan
- monitor employee attitudes and engagement
- manage selection and placement process
- manage de-selection/outplacement process
- outline people goals and guiding principles
- form people-integration teams
- help to manage labor relations
- advise on productivity/workforce synergies
- recommend assessment/selection method
# Implementation
- align HR policies, programs, and practices with business practices
- monitor progress of people-related synergies and ensuring workforce
momentum is sustained
- ensure incentive programs are designed to reward executives and key employees for achieving the goals of the merger
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