Managing Human Side of Mergers & Acquisitions - Savita Sawant Roll No: 8249.
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Transcript of Managing Human Side of Mergers & Acquisitions - Savita Sawant Roll No: 8249.
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Managing Human Side ofMergers & Acquisitions
-Savita Sawant Roll No: 8249
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Contents Definition (M & A) Types of Mergers & Acquisitions Reasons for M&A. Issues During M&A. Stages in M&A. Issues to be handled by HRM Re-inforcement of culture Communication A Few Cases.
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Acquisition
One company takes over another & cleary establishes itself as the new owner.
Acquisition may be ‘Friendly’ or ‘Hostile’.
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Merger
Two Companies come together to form a new entity
A single new Company rather than being separately owned and operated.
Both companies stocks are surrendered and new company stock is issued in its place.
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Types of Mergers
Horizontal Merger Vertical Merger Market-extension Merger Product-extension Merger Conglomeration
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Reasons of M&A
Increasing Profitability. Gaining Market Share. Cross-Selling. Developing Synergies. Economies of Scale. Acquiring new technology. Improved Market Reach and Industry
visibility. Taxation.
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Merger WavesPeriod Name Facet
1889-1904 First Wave Horizontal Mergers
1916-1929 Second Wave
Vertical Mergers
1965-1989 Third Wave Diversified Conglomerate Mergers
1992-1998 Forth Wave Hostile takeovers
2000- Fifth Wave Cross-border Mergers
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Sample ToolsDefining the End State
Degree of Change in Acquired Company
high
low
low high
Degree of Change in Acquiring Company
AbsorptionAcquired company
conforms to acquirer
PreservationAcquired company
remains independent
TransformationBoth companies find new
ways to operate
Reverse MergerUnusual case of
acquired firm leadership
Best of BothAdditive from both sides
*Mitchell Marks, Joining Forces
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Issues during M&A
Profitability (Finance issues) Resource Optimization (Operational Issues) Market Study (Marketing Issues) Technological Issues (IT Issues)
Human Related Issues ???
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Issues That can be handled by HR-Managers. Underestimation of the difficulties of merging two
cultures. Underestimation of the problems of skill transfer. De-motivation of employees of acquired company. Departure of key people in acquired company. Too much energy devoted to ‘doing the deal’, not
enough to post-acquisition planning and integration. Decision-making delayed by unclear responsibilities
and post-acquisition conflicts. Neglecting employee welfares of existing business
due to the amount of attention going into the acquired company.
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Impact of M&A on EmployeesStage Characteristic Response
Denial Not Accepting that the merger will take place.
Fear Afraid with regard to future prospect.
Anger Resentment towards those considered responsible.
Sadness Mourning & grieving for what's past.
Acceptance Recognition of futility-a positive approach starts to develop.
Relief Recognition that the situation is actually better than expected.
Interest Increasing feeling of security
Liking Recognition of new opportunities.
Enjoyment Satisfaction that the merger is working out well.
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Actions from HRActions from HR Psychological & Cultural Impact on Employees
Communication Raises questions among employees
What is Happening?
Business Strategy Employees Question the rational
Why is it Happening?
Organization Structure Employees Question their Short –term Future
Where will I be in 6 months?
Appointments & Exits Employees Question their Long term prospects
Will I have a job?
Terms and Conditions Doubts raised about financial benefits
Will I loose out?
Managing performance Questions about management expectations from personnel
What is expected of me?
Training & Development Further questioning the future
Do I have a future?
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if people issues are so critical, why are they neglected? Possible reasons include: • Executives believe that they are too “soft” and, therefore, too hard
to manage.• Social costs and benefits are regarded as secondary.• There is a lack of awareness or consensus that people issues are
critical.• There is no spokesperson to articulate these issues.• There is no model or framework that can serve as a tool for us
systematically to understand and manage the people issues.• Therefore, the focus of attention in M&A activity is on other
business aspects such as finance, accounting, strategy, and manufacturing.
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M&A Phases
Step 3: Integration Planning
Step 4: Implementation
Step 5: Post-Deal
Step 1: Pre-Deal
Step 2: Due
Diligence
Pre-combination
• HR is on the M/A Deal Team• Each step is a new level of commitment towards the deal and requires more information and analysis
Pre-Deal: Identify the strategy driving the M/A, locate and select targets, determine potential business opportunity, define critical success factors, and notify target of intentHR’s role: educate team on HR implications, conduct high-level analysis of people, org, & culture fit based on available information, identify people-related issues, plan for due diligence
Due Diligence: collect and analyze information from the target, assess leadership team, summarize findings, issues, and risks, and make go/no go decisionHR’s role: collect and analyze HR related information, identify issues, risks, costs, savings
Integration Planning: set deal terms, use information previously collected to create plans to combine companies with minimal business interruptions, close the deal HR’s role: secure key talent from target, collect more information where necessary, create integration team for HR, create HR integration plans (e.g., culture, organization, people, HR processes, HR systems and policies)
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M&A PhasesCombination
• HR has it’s own implementation team(s)• HR’s role
• Announce deal and start ongoing communication to both companies
• Execute HR Integration Plans & adapt as necessary
• Provide ongoing change management for both companies (e.g., management ability to deal with people issues, training, motivation, systems integration, job security/career concerns, realistic merger preview, Ethics & Compliance standards)
• Monitor people-related integration activities
Step 3: Integration Planning
Step 4: Implementation
Step 5: Post-Deal
Step 1: Pre-Deal
Step 2: Due
Diligence
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M&A PhasesPost-Combination
• HR is a member of the Deal Evaluation Team• Deal Team evaluates the successful capture of synergies and achievement of original strategy
• HR’s role
• Capture lessons learned from the management of the project
• Evaluate organization, people, processes, systems (e.g., 24 th month audit)
• Suggest process improvements
• Align with Business Strategy of the Future
• Learn from this deal to be ready for the next deal
• Ongoing involvement in integration of culture
Step 3: Integration Planning
Step 4: Implementation
Step 5: Post-Deal
Step 1: Pre-Deal
Step 2: Due
Diligence
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Data to be collected from seller Human Audit – numbers, levels, locations, pay
levels & Union Affiliations. Human Cost –obstacles to rationalization such as
merger and employment law. People quality – Key Players, corporate culture, age
profile, skills inventory. Personnel Policies – pensions, employment
contracts, medical provisions etc Employee Relations. Organization Structure.
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Key Participants
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Issues to be handled by HRM
Preparation of Due Diligence Report.- recruitment, training, performance appraisal, compensation, labour relations & legal compliance.
Creation of Manpower Plan- delineate roles & reporting relationships. Communication Retention Strategy- Retention Bonus Plans. HR Integration –HR Systems, Policies &Practices Cultural Integration.
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Role of HR Department
Formulation Strategy. Creating Teams. Creating Organization Structure. Developing a Communication Plan. Creating a Transition system.
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Facilitate to guide Transition Teams Help Managing Stress Team Building. Training Deal With Problems Prepare HR Strategy Avoiding Job cuts
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Reinforcement of New Culture Find out through surveys what cultural values are
valued and which of them should be preserved Enlist all of them and request feedback from each
management level Provide the management with development tools
and ideas to implement the result of the surveys and feedbacks
Finally, it can conduct a survey of all levels of management about 3 months after the deal is through in order to assess the progress towards the new culture.
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Communication Keeping all employees informed (Frequent
broadcasts from CEO, HR Director) of all crucial decisions.
Instilling a sense of security among all employees, so that the issue of dovetailing employees can be dealt with.
Especially, in the case of acquisitions, the HR needs to ensure an equitable and fair treatment of employees
In case of lay-offs, offer outplacement services and just severance packages
Have a definitive plan with specific dates for individual communication
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Encourage open houses or forums where employees can come together and discuss the deal and allay their fears and insecurities surrounding it
Acknowledge the problems as and when they arise
Enhance effective communication by involving line managers
Establish an helpline for employees Advocate family assistance programs to
make the employee that he/she is cared for
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Competencies of HR Managers Understanding overall business strategy as well as
people and organization issues associated with that strategy
Gaining knowledge about business in general and M&As in particular
Being able to contribute to another company’s value Planning and leading complex M&A strategies Understanding and spending more time with
operating managers to help support them in M&As
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TCS- Tata InfoTech Merger
Consideration of prior experience. Designation, fitment & pay scales. Joining dates. Legal issues , promotions & policies. Induction & Project Allocation.
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Satyam Acquisition by Tech Mahindra Tech Mahindra-23,000 employees. Satyam – 45,000 employees. HR-Department faced challenge to retain the
Employees & their Clients.
-Sales Reboot Campaign. -Special Induction Programmes. -Recognition & Reward Schemes. -Communication Channel.
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Cross border M&A’s
Nationality (home) of the aquirer makes a significant difference to style & culture of new organisation.
National (host) diffrences in pattern of HRM and Industrial Relations.
Language Barriers Legal Issues Political Issues Geographical Issues.
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Daimler-Chrysler (DCX) Merger –Clash of Cultures. Daimler Benz Germany Planned & methodical way
Stuck to their plans & frowned on failure.
Hierarchical ,Top-Down structure
Bureaucratic Spoke only German Formal Dress Code Lower Compensation
Chrysler Corporation U.S. Carefree Attitude, individual
instincts & ideas Experimentation ,Trial &
error Approach Flat Structure
Highly Decentralized Hardly knew German Casual Dress Code Higher Compensation
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After the Merger…… Compensation system was restructured. Salaries were revised and made more equitable. Chrysler employees did not like the lower salaries after
merger. Daimler started exerting pressure on Chrysler
employees to adopt most of its policies & Procedures. Result – 2 Chrysler CEOs left the Company within 19
months -Chrysler was slowly overshadowed by Daimler in almost
all areas. -Daimler employees were in key positions & took most of
the key decisions -DCX went through major crisis.
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Daimler Benz- Chrysler
Dieter Zetsche ,CEO Chrysler Group, March 27, 2002
“Like many other executives who have lived through a merger, DaimlerChrysler executives now understand that it is not enough to manage the legal, financial, and operational elements of mergers and acquisitions. Maximizing the value of a deal requires that the human side of organizational change must also be managed well “.
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BIG Animation Shifted from Bangalore to Pune -2007 250 Employees shifted - Only 6 refused. Choice for Housing , location , school, children , Domestic
Connections, Licenses, bank loans for vehicles. Two Special task force teams -8 to 10 members (one each in
Pune and Bangalore) Identifying good properties in each location (coordination with
around 75 estate agents ) distributed forms to every team member wherein they were
asked to specify their budgets, what features they were looking for in a location, whether they preferred to stay alone or as a group and other such details.
Every Friday, the company arranged to fly a batch of 20 artists from Bangalore to Pune. Each batch had the mandate of choosing and finalizing their accommodation in Pune in five days time post which they would return to Bangalore and continue with the production work.
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arranged for vehicles that would be with the artists right from the time they landed till they took off, and also arranged for well endowed Service Apartments for their five day stay
Artist (employees) would then tour the locations, first two days would be spent in zeroing in on the choice of location, the third and fourth day on freezing on apartment of choice and day five in finalizing the deal with the agents
Team had also arranged for Sample L&L Agreements, on-board Lawyer, Printers and Computers at the Service Apartments, to facilitate the deals in a quick and secure manner
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the entire process of each artist finalizing residence took about 3 months and one additional month for the actual relocation to happen wherein the company hired an official Mover & Packer agency that took care of the shifting logistics for each artist.
Schools, Ration Cards, Driving Licenses, Gas Connections, Bank Accounts, Vehicle Loans, and Mobile Connections, all had been taken care of .
In more than 6-7 cases, the company actually took the bio-data of the spouses of their artists and went about securing jobs for them in Pune
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THANK YOU !!