Mergers and Acquisitions
Most M&A literature quotes people and cultural challenges as the main source
of failure – thus, getting this right is fundamental to assuring the success of
each and every proposed merger or acquisition.
Mergers and Acquisitions are clearly, from an organisational and people point of
view, quite different activities. Nevertheless the basic principles of best
practice apply equally to both. One of the most important, and most difficult
tasks is to establish, up-front, the organisational goals of the M&A
investment. Even more difficult, is being able to communicate and stick to
these principles throughout the process – yet it is this ability that will have
the most positive (or, alas, negative) impact on all the employees, in both
organisations. Employees feel considerable angst during an M&A activity:
change is always uncomfortable and, when coupled with changes in the number,
type and location of roles, this concern is magnified. Visible leadership
coupled with consistent and transparent communication of the organisation goals
provides employees with clarity, and the confidence that the leadership have a
clear vision and the courage to successfully deliver it: this is essential
during these inevitably turbulent times.
mlh global hr consulting is able to support the full range of M&A
activities. Our experience and expertise includes Europe, US and Asia. Whilst
not an exhaustive list, the following will give you some indication of the
services that we offer to help ensure success:
Due Diligence: this is a key step in the M&A process. We
have developed a comprehensive process which enables us to clearly identify and
report on liabilities and opportunities in the HR arena . We provide a
generalist HR service which from time to time we will supplement by specialist
support, e.g. pensions liabilities. We can also advise on options for
integration (absorption, preservation, integration etc). Additionally, we are
able to provide solutions for key staff retention that ensures the best people
are retained and motivated at the point of acquisition or merger.
M&A integration planning: this is an essential pre-step to
a well run, appropriately communicated M&A programme. We are experienced in
running workshops to bring the M&A integration teams on board; setting up
an HR integration team/office; developing the HR integration programme;
advising on the options and implications of different integration activities
including appointments, communication and organisation design. Another key
activity we can support during this phase is management and staff focus groups
which facilitate communication and allows the M&A integration team to
identify key needs and concerns.
M&A integration: this can be a huge task which is greatly
improved through clear, well understood strategy and goals, coupled with
excellent planning, fit for purpose reporting and monitoring. We can support
the people and organisation elements of line integration activities
(organisation design, appointments, retention, communication, rewards) as well
as supporting the integration of the HR function itself. This can include the
integration of one set of employment terms, payroll, benefits plans, and HR
policies into another; or the development of new arrangements based on best
practice from both legacies as well as external best practice. Other key areas
are reward and recognition, relocation, restructuring and closure activities
arising from the M&A investment – from policy development through delivery.
Post M&A learning: this is an often overlooked activity,
but one which we consider key. We have developed an effective, impactful post
M&A review process which enables the organisation to learn for the future,
and just as importantly, identify and put right any areas that are not yet
running as well as they might. Frequently, this activity has the added benefit
of allowing closure and the final emotional integration into the new
organisation for key staff.
You might like to look at a summary of our approach: Post acquisition learning: our model.
Finally, you might like to look at some additional information:
Back to top