Corporate Mergers & Acquisitions Survey on Human Resources Support Needed

Region Name __________________________ 

1.  Please describe the anticipated level of change from the merger in your region:

­­­­­­_____   a. No change anticipated in our region

_____   b. Minimal change anticipated in our region

_____   c. Moderate change anticipated in our region

_____   d. Significant change anticipated in our region

_____   e. Unable to anticipate level of change at this time

2.  Please check any processes listed below that you anticipate will require HR support
     in your region:

_____   a. Staffing selection/slotting process

_____   b. Outplacement process

_____   c. Relocation process

_____   d. Talent retention process

_____   e. Transitions services agreement process

_____   f.  Job title leveling process

_____   g. Compensation leveling process

_____   h. Benefits enrollment process

_____    i. Organizational design process

_____    j. New team alignment process

_____   k. Orientation training process

_____    l. Employee communication process

_____ m. Employee engagement process

_____  n. Performance management process

_____  o. Learning and development process

_____  p. Recruiting/hiring process

_____  q. Employee opinion survey process

_____  r. Training on merger management and managing uncertainty

_____  s. Other (Please describe below)

____________________________________________________________________________

3.  How would you rate the level of basic merger integration knowledge and capability of
     the managers in your region?

_____ a. Extremely knowledgeable and highly skilled in integration theory
               and practices

_____ b. Moderately knowledgeable and moderately skilled in integration theory and
               practices

_____ c. Lacking in both knowledge and skills in merger integration theory and
               practices

4.  What level of need does your region have for merger training for your
     workforce?

_____  a. No need for additional merger training at this time   

_____  b. Recommend basic integration training (generic merger integration
                principles  and dealing with uncertainty) be provided to the entire workforce

_____   c. Recommend basic best practices (generic merger integration principles and
                dealing with uncertainty) be provided to management only

_____  d. Recommend advanced merger training (advanced merger integration tactics
                specific to the current situation and dealing with uncertainty) be provided to
                the entire workforce

_____  e. Recommend advanced merger training (merger integration tactics specific to
                the current situation and dealing with uncertainty) be provided to management
                only

5.  Of the following basic merger practices, please check all those which you
     personally feel fully qualified to use, teach, and coach without additional
     training or support:

_____  a. Merger integration theory (definition of merger integration, basic merger
                integration concepts and models)

_____  b. Impact of change on people and performance

_____  c. Phases of transition (PRITCHETT model, or other similar transition models)

_____  d. Recognizing when people are stuck in an inappropriate phase of transition
                and helping them progress

_____  e. Addressing the need for flexibility, innovativeness, resilience, and stress
                management during change

_____   f. Helping people address and overcome fear and feelings of loss associated
                with change

_____  g. Communication best practices during mergers

______h. Alignment of the expectations of the work force during mergers

______ i. Managing uncertainty and ambiguity

6.  Of the following techniques, please check all those in which you would benefit from
     additional training and/or support:

_____  a. Recognizing resistance and interpreting whether it is healthy or destructive in
                the current context

_____  b. Having difficult conversations with the intent of influencing mindset, attitude,
                or decision making in need of adjustment

_____  c. Shaping behavior to align with changes in strategic direction, shifts in values,
                or a different leadership style

_____  d. Persuading people to give a new situation the “benefit of the doubt” instead of
                judging and reacting to initial reactions or perceptions

_____  e. Reading and interpreting cultural cues to help people adjust to a “new way of
                working”

_____  f. Maintaining authenticity when faced with ethical and/or moral dilemmas and
                decisions

_____  g. Maintaining credibility despite low trust levels and damaged morale

_____  h. Supporting and defending decisions that are in the best interest of the
                combined business, but may not be in the best interest of individuals
                impacted by the decision

_____  i. Trusting, even when trust has not been extended or guaranteed

_____  j. Helping to maintain performance at peak capacity and energy, even though the
                future remains foggy and uncertain

_____ k. Dealing with the discomfort of not knowing what will happen

7.  What do you want merger training to accomplish in your region?

________________________________________________________________________

8.  How will you gauge the success of merger training in your region?

________________________________________________________________________

9.  What other needs or concerns do you have regarding your region with
     respect to the current situation?

________________________________________________________________________

10. Do you have the resources to deliver merger training in your region?

________________________________________________________________________