There is a strong interplay between Merger & Acquisition (M&A) and the change management. To integrate successfully, it is always good to create a Rubric to manage the post-merger alignments. The closure of due diligence broadly indicates about the scope of work for the HR professionals of the organisation which takes over. The scope of work includes an overhauling of the HR processes of the taken over organisation to manifest the change management in terms of the alignment of the vision, mission, values, culture and people practices. The M&A revolves round the people and involves the best possible interventions to manage, retain and develop the talent. The first and foremost thing in a M&A is to mitigate the anxiety of the people of the taken over company through crystal clear communication.
The Talent management strategy begins with proper connect with the people of the acquired company to mitigate the speculation and ambiguity followed by continuous and clear communications to establish trust. For example, if a larger company is taking over a smaller...
