Scribd
Upload
3K views

We Merged, Now What?: 1. Why Should You Develop and HRM Strategic Plan?

This document discusses developing an HR strategic plan after a company merger. It notes that people issues are often the biggest pitfalls in mergers, as companies have different cultures, management styles, and values. The HR plan will need to change policies, retain key employees, manage downsizing, develop compensation strategies, and create a new employee benefit program. To create an action plan, more information is needed on the companies' missions and values, employee performance reviews, current benefit programs, financials, and legal/government requirements.

Uploaded by

Anne Porter
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
3K views

We Merged, Now What?: 1. Why Should You Develop and HRM Strategic Plan?

This document discusses developing an HR strategic plan after a company merger. It notes that people issues are often the biggest pitfalls in mergers, as companies have different cultures, management styles, and values. The HR plan will need to change policies, retain key employees, manage downsizing, develop compensation strategies, and create a new employee benefit program. To create an action plan, more information is needed on the companies' missions and values, employee performance reviews, current benefit programs, financials, and legal/government requirements.

Uploaded by

Anne Porter
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 1

We Merged, now What?

Prepared By: Catherine Anne Porter | Sept 27 2020

1. Why Should you develop and HRM strategic Plan?

It is important to develop and HRM strategic plan because most pitfalls in merging companies lie on
the “people issues”. Issues could be the work culture differences, different styles in mangement,
uncertainty, loss of trust among many others. For example two merging organizations will have
cultural conflicts, these needed to be addressed up front.

Each companies may have different vision, mission and values. It is important that merging
companies will reconcile this to meet the needs of the employees and the merging stakeholders.

2. Which components of your HR Plan will you have to change?

The following should be changed in the HR Plan:

1.Creation of new policies to guide the Organization (HR related) – upong merging the individual goals
of each organization
2. Retention of Key employees
3. Downsizing and redundancy management - the HR should do various performance reviews and
workforce planning. There should be a decision of the redundancies and who to let go.
4. Development of Compensation strategies
5. Creation of a comprehensive employee benefit program – this is important especially in the new
policies that takes place

3. What Additional information would you need to create an acion plan for these changes?
 I should know about the ActiveLeak’s company mission vision as well as their HR department’s
mission vision. The HR department of two companies should agree to merge these to have basis
in creation of the strategic plan.
 Information on the key performance reviews of all the employees should also be acquired.
 It is important to know the employee benefit program of both companies
 Proper financial documentation – which may be relevant in the decisions for employee benefit
and compensation strategies
 Government paperworks – the documents that needs to be complied for government
requirements

You might also like