What role for HR during mergers and acquisitions?

Abstract

Purpose

Examines why most of what appear at first to be good merger or acquisition deals fail.

Design/methodology/approach

Describes five steps through which HR can help to make a merger or acquisition a success.

Findings

Highlights the importance of: making the vision tangible; getting the right integration team; good communication; ensuring that performance reviews are correctly focused for members of the integration team; and thinking about the future beyond the end of the business integration.

Practical implications

Warns HR against focusing too closely on the transactional side of resource management rather than the development of the organization.

Social implications

Details how mergers and acquisitions can be made to add value, to the benefit of society as a whole.

Originality/value

Reveals how to “bring to life” a new vision and new way of working after a merger or acquisition.

Citation

Siegenthaler, P.J. (2011), "What role for HR during mergers and acquisitions?", Human Resource Management International Digest, Vol. 19 No. 1, pp. 4-6. https://doi.org/10.1108/09670731111101507