Leveraging Hr
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Leveraging HR
Human Resources can add value to the M&A life cycle in the following ways:
# Pre-deal
β help to identify issues/planning due diligence
β plan due diligence for people/organization cultural fit
β help to educate the βdealβ team
β help to develop acquisition guidelines
β Due diligence
β estimate people-related transaction costs
β estimate people-related ongoing costs
β identify/assess cultural differences
β estimate people-related savings
β recommend HR policies and programs
β validate intangible assets
β assess costs of integrating HR systems
# Integration planning
β develop strategies for employee communications
β design programs to retain key talent
β plan and lead the integration effort
β develop total rewards strategy for new entity
β help new organization cope with change
β define organization blueprint and staffing plan
β monitor employee attitudes and engagement
β manage selection and placement process
β manage de-selection/outplacement process
β outline people goals and guiding principles
β form people-integration teams
β help to manage labor relations
β advise on productivity/workforce synergies
β recommend assessment/selection method
# Implementation
β align HR policies, programs, and practices with business practices
β monitor progress of people-related synergies and ensuring workforce
momentum is sustained
β ensure incentive programs are designed to reward executives and key employees for achieving the goals of the merger
Essay About Human Resources And Estimate People-Related Transaction Costs
Essay, Pages 1 (227 words)
Latest Update: June 8, 2021
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