SYNAPSE 2014
SYNAPSE -- 2014
Create a customer
focused organization
by strengthening the
internal capabilities
(employees, skill sets)
which would help
make the organization
more aligned to the
external environment.
In India there was some 704 M&A’s amounting to
$23.9 billion last year. With such a huge investment
involved it becomes all the more important to understand what steps can be undertaken to make M&A’s
successful. HR can contribute in various stages in
the following ways:
Conceptualizing stage: Understand portfolio
and capability deficiencies that can be fulfilled
through a M&A
Identifying potential candidates and making
a final selection: Find incompatibilities
through skill and cultural audits; understand the
staffing requirements of the combined entity,
obligations if any of the potential candidate,
labour-management relationship in the potential
candidate firm.
Negotiation Phase: HR can contribute as a
liaison between the two parties
Integration phase: Ensure that the right person
gets the right job; Make the process transparent
and credible; Help integrate the cultures and
base it on objectives of the organization.
Aligning internal capabilities with future external
environmental requirements
Correlation between
individual employee/
teams and stand alone
business components
can provide HR with
the power to read
possible areas of
trouble that could
impact the business
HR should try and gain a deep understanding of the
business and gauge future trends in the external environment and then create strategies, systems and
structures to manage these tends as and when they
affect the organization. They should try and create a
customer focused organization by strengthening the
internal capabilities (employees, skill sets) which
would help make the organization more aligned to
the external environment. For e.g. organizations
these days are seeing a huge influx of repatriate employees back from foreign deputations. In the article
The Future Of HR: Plus Ca Change, Plus C'est La
Meme Chose the authors talked about how HR could
contribute by the effective utilization of the skills
and experiences of these repatriates by assigning
them mentoring roles for employees about to go on
foreign deputations. With a world growing more
culturally sensitive, the knowledge base of these
employees could be leveraged to avoid any faux pas
in the future.
Chart the path to the future through the use
of Analytical Tools
Steven Goldberg, CEO of Imminere, Inc. stated
that “Arguably the biggest challenge facing HR
executives going forward will be trying to be out in
front of extremely unpredictable supply-anddemand forces, while at the same time making
staffing and deployment decisions at a time when
workforces are highly destabilized, distract Y [