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Hr Strategic Management

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Running head: HR'S ROLE IN MERGERS

Human Resources Role in Mergers and Acquisitions
Carole D. Kindt
University of Phoenix
HCS 427 Human Resources: Principles and Practice in Health Care
Tracie Mileski
October 19, 2007
Human Resources Role in Mergers and Acquisitions Merger and acquisition is the general term that describes two companies joining to form one larger company (Mergers and Acquisitions (M&A), 2007). Mergers and Acquisitions and corporate restructuring are large parts of the business world. Some of these transactions are friendly and some not so friendly (Mergers and Acquisitions (M&A), 2007). In either case HR should be involved from the beginning of the merger process rather than calling on them post-merger to begin managing the merger at that point (Lindquist, 2007). HR is uniquely qualified to provide the business acumen, analytical skills, and close collaboration with mangers that is needed to handle the organizational and people issues that a merger raises (Lindquist, 2007). When two companies decide to merge they go through a process called due diligence, this process can take anywhere from months to a year, with the average being about 3 months (no author, 2005). HR professionals are valuable partners when they are utilized during due diligence. Due diligence allows the two companies to provide all the documents concerning their organizations, these documents include compensation rates, bargaining agreements, employment contracts and severance agreements, job classifications and pay rates, employee handbooks, affirmative action plans, and any number of documents that show each organizations alignment (no author, 2005). After all documentation has been gathered then HR professionals should review and prepare an organizational chart for the companies that shows the number and type of employees and their departments,

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