Develop an HR Plan to Effectively Manage the Merger or Acquisition Process
The human capital aspects of M&A are crucial to successful integration and goal realization. Be sure that HR is prepared for the challenge.
- Estimates put the probability of M&A failure rate at between 50% and 70% - not an encouraging statistic.
- The human capital aspects of M&A are crucial to successful integration and goal realization.
- Give your merger or acquisition the best chance for success by thoroughly managing the process from due diligence well into the first year post-deal. Be sure that HR is prepared for the challenge.
- Use our research to develop an HR plan to effectively manage the merger or acquisition process including up-front work, communication, cultural integration, workforce planning, and terms and conditions planning.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Culture clashes are a value destroyer in M&A. Plan to give culture the attention it deserves by committing to a cultural alignment assessment and ensuring that any misalignment is communicated and followed-up on.
- A consistent, justifiable process for determining who will fill new roles and who should exit the organization helps ensure that M&A goals are met and negative outcomes (litigation, discrimination, etc.) are avoided.
Impact and Result
- Streamline your M&A HR approach and avoid unintended negative consequences such as unforeseen financial issues, cultural integration issues, labor disputes, and even litigation.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 3 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Create a communication plan
- Call 1: Review the ownership for different kinds of M&A communication. Discuss key messages by target audience and identify communication options for specific M&A events.
Guided Implementation 2: Assess cultural alignment and integrate
- Call 1: Review the results of the M&A Organizational Culture Diagnostic Tool. Discuss how the degree of alignment or misalignment will impact your communication and workforce planning as well as the selection of terms & conditions.
Guided Implementation 3: Design the new workforce plan
- Call 1: Discuss how to approach an M&A workforce planning estimate and departmental review, using McLean & Company’s M&A Workforce Planning Tool. Review your retention plans for key players. Discuss costing of your termination plans.
Contributors
- Phil Buckley, Managing Director at Change with Confidence Incorporated and author of Change with Confidence
- Ellen Cohen, Director, Human Resources, St. Michael’s Hospital
- Jim Diotte, Vice President Human Resources Safety & Environment, SaskPower
- Dr. B. Rajesh Kumar, Associate Professor, Institute of Management Technology, Dubai and author of Mega Mergers & Acquisitions
- Dr. M.L. Marks, Professor, San Francisco State University, author of Joining Forces: Making One Plus One Equal Three in Mergers, Acquisitions, and Alliances, and President, JoiningForces.org
- Debbie Musar, Human Resources Manager, FIS
- Christine Thrussell, Director Human Resources, Certified Management Accountants of Ontario
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