This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
Developed by ex-McKinsey & Big 4 consultants, this PMI checklist offers strategic insights on HR, Personnel, and Corporate Communications for seamless integration. PMI: Integration Checklist 2 is a 27-slide PPT PowerPoint presentation slide deck (PPTX) available for immediate download upon purchase.
Post-merger Integration (PMI) is a highly complex process. It requires swift action as well as running the core business activities simultaneously. There is no one-size fits all approach to a successful PMI Process. However, careful planning focusing on the strategic objectives of the deal and the identification and capturing of synergies will help maximize deal value.
Due to the complexity of the PMI process, it is of utmost importance that organizations—both the Buyer and the Target, the integration team, and integration manager—have a guide that will provide them the detailed requirements of the process. The Post-merger integration framework has a structured approach that can direct attention on important integration areas to maximize deal value. Inability to focus on priority areas can be a waste of resources, time, and investments.
This presentation aims to provide organizations a detailed Integration Checklist to achieve PMI success. The Integration Checklist is developed based on 12 priority integration areas. Undertaking the Integration Checklist will enable both Buyer and Target to reach the most strategic state necessary for the 12 Integration Areas.
This presentation addresses 2 of the integration areas within the full checklist:
• HR & Personnel
• Corporate Communications
This deck also includes slide templates for you to use in your own business presentations.
This PPT delves into the critical aspects of HR & Personnel and Corporate Communications, providing a granular view of responsibilities, organizational structure, and key personnel assessment. It also emphasizes the importance of effective communication strategies during the integration process, ensuring that both the Buyer's and Target's corporate communication functions are leveraged to build motivation and align stakeholders. This checklist is indispensable for identifying and addressing potential issues transferred from due diligence, ensuring a seamless transition. The included slide templates offer a practical tool for integrating these insights into your own presentations.
The Corporate Communications Integration Communication Plan is structured into 3 sections: Tasks, Target Groups, and Communication Tools/Channels. The Tasks section includes key activities such as announcing appointments, communicating main messages, selecting appropriate tools, integrating actions and timelines, and preparing media materials. It also emphasizes arranging kick-off meetings and updating stakeholders on integration progress. The Target Groups section identifies employees from both organizations as primary audiences, while also recognizing customers, vendors, authorities, shareholders, local communities, analysts, investors, and media as important stakeholders requiring tailored communication strategies. The Communication Tools/Channels section outlines methods for information dissemination, including email, intranet, newsletters, presentations, workshops, and video conferences, ensuring timely and accurate communication across all relevant parties. A well-planned communication strategy is essential for clarity and alignment during the integration process.
This PPT slide outlines critical actions for establishing a robust HR framework post-merger or acquisition. Key actions include creating an HR Fact Base aligned with the buyer's practices to ensure seamless integration of personnel policies and legal compliance. Legal issues must be addressed, including unifying HR reporting, assessing staffing levels, educational qualifications, and age structure. Employment types such as permanent and fixed-term contracts, as well as various leave types like maternity and parental leave, are also covered to mitigate legal risks. Required HR administration actions span financial management, working hours arrangements, and leave policies, including vacation days, sick leave, and parental leave. This structured approach supports compliance and enhances employee well-being, vital for the new organization's success.
This PPT slide outlines critical elements for effective merger and acquisition integration, focusing on HR team responsibilities and organizational structure. The HR team plays a vital role in planning and managing integration, including organizing welcome meetings and establishing two-way communication. Ongoing support at various locations is essential for addressing issues and ensuring effective communication between acquired and acquiring organizations. The organizational structure section emphasizes planning staffing for the new organization, defining roles and responsibilities, and aligning task titles. Recruiting key positions, such as a CEO or managing director, is crucial for guiding the integration process. Clearly defined roles and a structured approach are vital for building the new organization's capabilities and mitigating integration risks.
This PPT slide outlines key considerations for post-merger integration, focusing on management assessment and personnel decisions. The "Selections" section prompts leaders to evaluate which personnel to retain or replace, emphasizing the importance of planning for replacements and onboarding timelines to ensure operational continuity. The "Target’s staffing costs" section highlights the need to assess financial implications of staffing decisions, including costs the acquiring company can sustain, staffing requirements, and potential financial incentives. It also stresses estimating staffing synergies and developing workforce reduction scenarios for budget management. Clear communication is essential to maintain morale during staffing changes, reflecting the acquiring company’s values in employment offers. The "HR Due Diligence issues" section emphasizes executing HR due diligence before acquisition finalization to identify potential compliance issues and mitigate risks. This slide serves as a checklist for executives navigating personnel integration complexities.
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
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