Post-Merger Integration Training
Why do most acquisitions famously fail to add value? Largely because of poor post-merger integration (PMI)
The goal of post-merger integration (PMI) must be to achieve the value of the potential business combination which motivated the transaction in the first place. Notoriously, such value is often lost after the deal.
In Shield's view, poor post-merger integration stems from 2 related problems:
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Losing focus on the value drivers which led to the deal
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Poor people management in the struggle to combine two different cultures
These problems are often compounded by a disconnect between the post merger integration team and the original deal team; often they are completely different people!
Shield's Post-Merger Integration Training tackles the two main problems:
1. Delivering value drivers
Shield has developed a dashboard to assist integration managers in delivering the value drivers during the first year of the business combination.
2. HR issues
Post-merger integration throws up a whole range of HR related issues:
- Defining the new organisation structure and profiling job requirements
- Selecting and building the new management team
- Selecting and strengthening the new sales force
- Objectively assessing both work forces to build a new culture fairly
- Retaining the best people (career planning)
On the people management front, Shield Corporate Finance works alongside a specialist HR partner to provide a programme tailored to the needs of post merger integration, and scaleable to address the issues listed above. The company is a provider of people assessment tools designed to help assess recruits, management team effectiveness and sales force effectiveness.
To discuss your requirements please contact us.
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