I want to ask everyone’s onion on the importance of the HR function in a merger.
I have learnt / heard of many experiences in how HR is treated in the post-acquisition period,
Overall, a HR function will likely be the most visible, and most accessible point of visibility for acquired employees.
But – it seems that many organisations ar happy to make the acquiring HR function create an acquisition plan, which does not work well.
How important does everyone think a high-performing HR function is, in small (sub 1k employees) mergers?
I believe that in the SMB categry expecially a strong CS / Sales team is both essential, and sadly, probably over-ignored.