Leveraging Hr

Leveraging HR

Human Resources can add value to the M&A life cycle in the following ways:

# Pre-deal

- help to identify issues/planning due diligence

- plan due diligence for people/organization cultural fit

- help to educate the "deal" team

- help to develop acquisition guidelines

- Due diligence

- estimate people-related transaction costs

- estimate people-related ongoing costs

- identify/assess cultural differences

- estimate people-related savings

- recommend HR policies and programs

- validate intangible assets

- assess costs of integrating HR systems

# Integration planning

- develop strategies for employee communications

- design programs to retain key talent

- plan and lead the integration effort

- develop total rewards strategy for new entity

- help new organization cope with change

- define organization blueprint and staffing plan

- monitor employee attitudes and engagement

- manage selection and placement process

- manage de-selection/outplacement process

- outline people goals and guiding principles

- form people-integration teams

- help to manage labor relations

- advise on productivity/workforce synergies

- recommend assessment/selection method

# Implementation

- align HR policies, programs, and practices with business practices

- monitor progress of people-related synergies and ensuring workforce

momentum is sustained

- ensure incentive programs are designed to reward executives and key employees for achieving the goals of the merger

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