أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Dear Bart, I had experience of mergers and from it I can tell you that the HR should be involved from the initial stage. For mergers to be successful, a lot of data is analysed by the merging companies which include Employee liabilities and who could give a better picture than the HR. Also such mergers are followed by a lot of restructuring which causes a lot of confusion and distress among the employees, here also the expertise of an HR expert comes in handy and he/she should be involved from the very beginning to plan for the change.
Initial Stage, as HR manager should be aware of the new HR structure and personnel involvement. Also HR manager should advise about the new HR responsibilities and needs as the new company is being formed !
Thank You
Human resource would involve all the stages of merge processes.
Option " F " All options should be used
It should start from environmental scanning with PEST factors along with the workforce plan.
Let us analyze in broader perspective. A company may have several projects and in different stages of implementation when the issue of merger may happen. So, HR is to be involved from the beginning of merger and see how the HR could accommodate all the employees in new structure and separation issue of some employees shall be last option. Not only HR, all divisions/sections specifically budget, finance and accounting shall be equally involved in the merger process from the day one when the CEO decides to merge his company with another company.
