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HR should be involved in M&A when talks begin and should continue to be involved long after executives have moved on to something new. HR must ensure that all the key M&A planning components are adequately addressed: up-front work, communication, cultural integration, workforce planning, and terms and conditions planning.

This research will help you:

  • Effectively communicate during transition.
  • Drive cultural integration.
  • Plan your new workforce.
  • Establish terms and conditions.
  • Manage employee communication throughout the process.

Culture clashes are often cited as the number one reason for M&A failure, so it is unwise to ignore organizational culture and assume clashes will work themselves out.

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Search Code: 73841
Published: December 2, 2013
Last Revised: December 2, 2013

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