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1. How can you analyze the human resources in your target acquisition quickly…before you
buy? |
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SEE-K lets you start the minute you can access the target company’s intranet, databases, personnel records and information systems.
. Full-text mapping allows you to capture resumes, performance evaluations, skills, training, projects and more, whether from databases or scanned documents.
. You can instantly visualize “what if” scenarios in a combined organization. |
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2. Does the target organization have the human resources to support the products, technology, markets or goodwill that you are buying? |
. SEE-K immediately captures and analyzes employee competencies, projects, knowledge and industry expertise.
. Find out about the people who have the expertise you need: have they left the company or might they retire soon?
. Conduct a SWOT analysis to uncover the human resources strengths, weaknesses, opportunities and threats in individual or combined organizations. |
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3. Are you going to be able to retain key individuals after the merger? |
. SEE-K helps you identify the key players—the people you must retain—in time to develop a retention strategy based on their compensation, interests and career goals.
. Analyze the key players—their competencies and experience—then develop plans to develop, replace and transfer those competencies if necessary.
. Determine whether employees’ career goals are in line with company direction. |
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4. Can you integrate the new company quickly and smoothly to minimize uncertainties among employees and demonstrate value to customers? |
. Using SEE-K, you can conduct HR due diligence in time to build a detailed integration plan before the acquisition or merger is even announced.
. Analyze whether the core of common competencies and experience creates communication issues that need to be addressed.
. Use concrete data to decide whether to manage acquisition as an independent entity or to integrate it fully.
. Select people from both organizations with similar competencies and experience to create effective integration teams.
. Start allocating human resources on Day 1—based on skills and project needs. |
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5. Do you have the information to make staffing and organizational decisions quickly to avoid unnecessary anxiety, destructive rumors and unwanted departures? |
. With SEE-K, you visualize instantly which competencies are you gaining, and which create overlaps with your current organization.
. Analyze whether competencies match what your market and your customers will need.
. Look for opportunities to re-deploy talent to benefit both organizations.
. Use online surveys to quickly identify employee issues, concerns and suggestions that will impact successful integration.
. Find “hidden” resources within both organizations.
. Develop a proactive training plan so that people can rapidly contribute. |
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6. Are you likely to lose key competencies within 10 years through retirements? |
. Visualize the skills, experience, knowledge, specific industry experience and contacts that may be lost—from a single screen.
. Decide whether potential losses impact the value of the acquisition.
. Design coaching, employee development or recruiting plans to replace key
competencies. |
