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Technology Helps Manage Mergers and Acquisitions

Tuesday July 7th, 2015

Estimated time to read: 1 minute, 45 seconds

Mergers and acquisitions are important to the business world, leading to company growth, venturing into a new field, getting that much needed technology or even reducing the competition.

During the process, the organization may gain a larger presence in their field, increase profits and/or efficiencies.  Aside from legal issues and finances, many times the most important asset is not addressed – the workforce.  During a merger or acquisition, HR professionals have numerous challenges to manage that contribute to the success.

Challenges

  1. Communicate. Depending on the company dynamics, employees may see the change as disrupting and upsetting. translator directory .  Throughout the process, employees should hear from HR about the necessity for the change, how it will have a positive impact on their jobs and how to manage the stresses that accompany change.
  2. Culture clash.  Normally, the involved companies operate in the same arena; however, one company may be focused on sales and the other on innovation or production.  Perhaps the decision making process is different or even the customer service philosophy. In any case, HR should consider cultural challenges and develop a plan to smoothly integrate them.
  3. Form a team.  HR professionals may want to consider a team that can focus on the transition and ensure it goes smoothly, increasing the opportunity to retain and motivate key employees.
  4. Best practices.  It may be the largest hurdle of them all, but HR must review and compare each company’s HR practices, compensation and benefits to determine what they will operate on.

  1. Keep talent. A thorough review of the workforce’s talents, training and strengths is in order.  In determining the new organization’s structure, it’s vital to keep and motivate the best talent.

Managing the best asset

At the heart of a successful merger and/or acquisition lies the most important asset – the people.  Recognition and attention to the workforce (human capital) can increase the odds of a successful transition to becoming the new company.  Human capital management (HCM) is as critical to a successful merger as the financial and other aspects.

Fortunately, today’s technology can provide the right HCM platform to enable HR to determine and address key issues that contribute to the successful transition.

Communicate.   A company intranet can keep employees updated and connected; when mobile options are available, they can stay informed from anywhere.

Keep talent.  As the new company develops, HR can determine and align the right people and skills to meet the new organization’s goals.  With the right data management system, HR can easily run reports to determine who has the necessary training and skill set.

Best practices.  As HR develops policies and practices consistent with vision of new organization, workforce communications are essential. As employees acclimate to the new company, their uncertainty and confusion can be diminished with constant and clear communication.

Success

During the merger or acquisition process, HR must be aware of employee issues, determine how to communicate effectively and know and retain key employees.  With the right technology to provide data and streamline processes, HR can take care of the workforce and make a significant contribution to the merger or acquisition process.