Human Resource

381 Written Topic: HR planning for mergers and acquisitions

Title Page

TOC

Exec Summary (1 page)

14 page max of text (NUMBER ONLY THESE)

References

Appendices (OPTIONAL)

Executive Summary -

Thesis: Best practices for human resources in merger and acquisition planning.

-Analysis and Critique

Introduction

Stages

Cultural Integration

Stages of Culture Clash

4 main tasks for integration

Impacts on Employees

Retention and Motivating Employees

Downsize Effects

Economic Threats

Overconfidence

Costs

Cross Border M&A

Cross-Border vs. Domestic M&A’s

How does this impact the stages of HR Planning for M&A

The need for expatriates for Cross-Border M&A’s

Recommendations (ALL OF US HAVE 1-2)

Executive summary

This paper discusses the impacts of mergers and acquisitions (M&As) on human resources (HR) practices. It explores the stages involved in human resources planning for M&As, the importance of culture management through the process, impact on the employees, and an examination of cross-border M&As. Each of these has important implications for the human resources strategy through the process through the process of what? I think the sentence can end at strategy. From the findings, a number of recommendations can be drawn to increase the effectiveness of the human resources strategy. The HR team should include members from both organizations to ensure both companies interests are incorporated in the M&A. The framework provided by Marks and Mirvis (2011) should be used to develop a cultural integration strategy and the importance of cultural integration should be stressed to top management. M&A related issues should be effectively communicated to employees to reduce uncertainty, anxiety, stress, and turnover. Expatriates should be used to smooth the cross border M&A process.  Greater time and resources should be used throughout the HR planning stages for cross-border M&As.  Following...