Dear Friends, 

Our company acquired a major division and merged with the existing operations. Here, the role of HR is sensitive while transforming them into our company's culture. If anybody came across this situation, please guide/forward me the methodologies / training / systems to enable us to succeed this operation..

Thanks in advance.

Bindu

There are three main strategies adapted in such situations

- Super imposing structure /polices/systems of dominant partner (acquirer)
- Select best of from each other.
- Use opportunity to implement best-of-world learning. Opportunity to implement what was not possible earlier.
- Each strategy is appropriate under certain circumstances.

Three levels of integration are:

- Strategic & structural interaction:
- Cultural interaction
- Administrative integration: Policies, systems

It is also important to forecast possible redundancies and plan to handle that.

Clarity would de-motivate X set of population but ambiguity would de-motivate entire organization.

Change management process generally involves six steps

- Vision
- Evocations
- Education
- Incentives
- Resources
- Action plan