
Captured behind an auto driver's seat in Bangalore.


An article which I submitted for an event at XLRI.
Investment bankers have a narrower training, and are rewarded for making deals; human issues tend to get lost or overlooked.
Before, during, and after the merger, HR may be responsible for assuring that cultural issues do not derail integration; for increasing innovation; for keeping communication going in all directions (upwards, downwards, across departments, across organizations); and for lessening the impact on those who are “survivors”.
In pre-acquisition phase things that need to be taken care of:
During the merger, HR plays an important role in:
Post-acquisition, HR would have the following critical roles:
HR no longer plays a dormant role and is emerging as a strategic business partner where key initiatives undertaken such as communication, training, counseling, career planning, support workshops, building trust, coaching and compensation planning, have significant business impact.