Here is the synopsis of our sample research paper on MANAGING HUMAN RESOURCES DURING M&AS. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This paper discusses how two companies that have merged can also merge their corporate and personnel cultures without a great deal of conflict and bad feeling. Specific advice is provided, as well as some examples. Bibliography lists 3 sources.
Page Count:
5 pages (~225 words per page)
File: D0_MTperM&A.rtf
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Unformatted sample text from the term paper:
usually makes headlines are the number of employees that will be laid off, how the industry is being changed through these company moves and how company operations will shift. What
isnt mentioned quite so often, however, is how two companies with differing human resource processes can merge together into one harmonious whole.
This is a dilemma that is more serious than it is being made out to be. For example, when the German auto manufacturer DaimlerBenz merged with U.S.-based Chrysler Corporation, it
was initially to be a wonderful marriage. As time moved on, however, it was found that the German method of auto manufacturing vastly differed from the more streamlined American method.
For one thing, the Germans tended to test their makes and models more than their American counterparts. For another, the German leader of DaimlerBenz, opposed to the new ideas that
Chrysler management had introduced, ended up offending much of Chryslers management to the point that many of them simply left. The company is starting to merge processes more efficiently, however,
it likely as not took about two years longer than DaimlerChrysler, as it is now known, needed, especially in such a competitive market as auto sales and manufacturing.
The question then becomes, how does Company A merge its HR policies with Company B? How, for example, does a peer mediation process in
one company match with a grievance process in another? Or what about the company that allows for flextime and telecommuting that is acquired by a company that simply doesnt allow
such things? If the wrong moves are made in terms of personnel and human resource policies, the merger may not only result in disgruntled employees who leave (and not the
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