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.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.A poorly developed HR plan to manage the merger or acquisition process results in:
- Poor retention during the transition, distractions, and productivity losses
- Cultural clashes and misaligned departments
- Disengagement and confusion
- A high risk of negative outcomes such as litigation and discrimination
A fully developed HR plan to effectively manage the merger or acquisition process results in:
- Cultural integration
- Stabilized productivity and limited disruptions
- A defined and functional workplace plan
- An increased chance of M&A success
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Module 1: Get Ready for M&A HR Planning
The Purpose
To understand:
- The benefits of HR M&A planning.
- The people and information necessary to begin M&A HR planning.
- Critical elements of a communication plan.
- How the degree of cultural alignment impacts M&A HR planning.
Key Benefits Achieved
- Documented baseline information for your M&A HR plan.
- A communication plan tailored to key audiences.
- Assessment of the degree of cultural alignment between the two organizations.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Make the case for M&A HR planning |
|
| 1.2 | Get ready for M&A HR planning |
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| 1.3 | Create an M&A communication plan |
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| 1.4 | Assess the degree of cultural alignment |
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Module 2: Develop an HR Plan for the M&A
The Purpose
After completing this section, you will understand:
- The influencing factors of workforce planning and who to include in your M&A workforce planning team.
- How to identify the process you will use to determine the best employee for each job in the new entity.
- Factors in retaining key players through the M&A process.
- How to determine timing of employee transfers to the new entity, and/or exit packages if appropriate.
- McLean & Company’s process to evaluate and select Terms & Conditions for transitioning employees.
Key Benefits Achieved
Having engaged in this process, you will be able to:
- Design a workforce plan for the new organization.
- Evaluate and select terms & conditions of employment for the acquired employees.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Design a new workforce plan |
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| 2.2 | Evaluate and select Terms & Conditions |
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