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Effectively Manage the People Aspects of Mergers and Acquisitions

Navigate people-related activities throughout the mergers and acquisitions process.

  • Mergers and acquisitions (M&As) are complex arrangements that have significant business and people implications for both the organization being purchased and the purchasing organization.
  • HR is not always involved in M&As from the beginning and does not always have the resources to ensure they can assess and plan for the people impacts before, during, and after the M&A is complete.

Executive Summary

Critical Insight

  • HR needs to work closely with the M&A Team (if they aren’t already a part of it) and Legal throughout the M&A process to determine the appropriate HR-related activities and timing. Each organization and M&A is unique, requiring collaboration to ensure liabilities, costs, and potential problems are not missed.
  • There are risks to involving HR late in the M&A process. Having insufficient time to complete due diligence, plan for implementation, and implement the integration plan can provoke significant risks such as culture clashes, productivity tips, and loss of talent.

Impact & Result

  • Use an M&A checklist to help gather all the necessary people-related information to avoid unintended negative consequences such as unforeseen financial issues, cultural integration issues, labor disputes, and even litigation.

Research & Tools

1. Effectively manage the people aspects of a merger or acquisition

Navigate people-related activities throughout the merger and acquisition process.

Effectively Manage the People Aspects of Mergers and Acquisitions enlarged preview