What are some good practices integration teams should use for the HR function? Example: cultural assessments, early involvement of HR in the deal negotiation (and cost/price in HR integration costs such as severance packages, relocation, talent retention bonuses), etc. What else?
From a current transaction i’m involved in which aims to establish a new join venture, I see great value of doing Cultural Assessment. Such assessment aims to take out the best of 2 entities and build a cohesive culture of the new organization, that employees of both partners feel related to it.
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