HR Integration
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What is the most important factor to consider when doing a (full) HR integration?
Do you think HR integration and cultural integration do hold a lot in common?I think HR and cultural integration hold a lot in common. I believe HR and leadership should have a robust understanding through DD and other experience of 1) common areas of concern to address for all new PMI employees, as well as 2) specific areas of concern that may need extra attention and effort that are unique with each integration; with appropriate integration plans accommodating both.
HR Integration depends on the company’s culture, industry and financials at point in time. This department has operational synergistic opportunities in same industry firm. Additionally, the top HR directors in terms of merit, should build out the new HR unit. Combinations provide opportunities to start over.
Effective communication is a key factor in a successful HR integration. HR professionals should act as ambassadors for employee communication, gathering feedback and sharing information transparently with employees at all levels. They also address concerns, manage expectations, and provide clarity, which can help reduce uncertainty and resistance.
Other important factors to consider during HR integration include cultural integration, talent retention, and legal compliance.Understanding eachother is key. Be aware of the differences and common items in every aspect (e.g. HR systems, Rewards, Culture, Leadership, performance management). Don’t start on the argue and discussion side but try to understand the differences and where they come from. From this foundation, you can start build together on a new foundation.
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