Company restructures like mergers or acquisitions are a tremendous opportunity for HR professionals to really shine. HR needs to be proactive in preparing for the restructure and should take the lead in gathering information from both companies (or more) and conducting a comparison study or a "cultural compatibility assessment." The results of that study are so significant that they can affect the price of the acquisition, set the course of the new company's trajectory, or even raise issues that cancel a merger or acquisition altogether.
This checklist may be used to assist in the process of preparing for a merger and acquisition and determining the risk factors involved. It may also be used to ensure seamless integration once the transaction has been completed.
An employer may use this form to survey employees following the closing of a merger or acquisition transaction. The Cultural Survey for Post-Merger Integration Form will help HR and the merged employers' senior leadership understand employee perceptions of the effectiveness of the integration of the two pre-merger cultures.
This section assists HR professionals in addressing both voluntary and involuntary turnover by measuring, monitoring and evaluating policies and processes that directly or indirectly affect employees' decisions to leave. Employers can diagnose, predict and control employee turnover to reduce business costs.
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