May 7, 2020 at 9:37 pm
#109924
In my experience, HR is vital in pre and post merger activities. Typically, the results of the assessment on people, skills, and cultural fit that is produced pre-merger will drive the HR integration activities. These can include:
– managing retention packages and agreements
– carrying out contingency plans for key people who choose to leave
– recruiting and hiring for the needs of the new organization
– new job families and positions
– training programs for transformational change