Cross-Border Merger

Agenda
 Post-merger focus on the largest areas
of risk:
◦ Staffing in our new Country.
◦ Training.
◦ Performance Management & Corrections.
 All in a country whose culture looks
like:
Staffing
 Staffing Considerations:
◦ Ensure positive, productive environment.
◦ A cultural 180 from the US.
 Polycentric Staffing:
◦ Retain best staff of HCN.
◦ Best experience in foreign culture.
◦ High risk of communication troubles.
◦ This staffing handles our work design, as well.
Post-Merger Training
 Cultural Change Management:
◦ Develop greater intercultural competencies
and sensitivity.
 Cross-cultural leadership:
◦ (Place holder)
 Cross-cultural team building
◦ (Place Holder)
Post-Merger Training Continued
 Organizational Values
◦ (Place Holder)
 Communication Planning
◦ Improve communication to increase trust &
transparency for employees & management.
 Executive Coaching
◦ (Place Holder)
 Risk Management For Performance
CULTURAL MITIGATION HR AREAS
CHARACHTERISTIC / RISK AFFECTED
Gap Between Management and Develop Training Program & PERF.MGMT/
Workers Conduct assessment of FEEDBACK/STAFFING/
current climate TRAINING/DISCIPLINE
Clearly Identifying Chain of Develop Organization Charts PERF.MGMT/
Command FEEDBACK/STAFFING/
TRAINING/DISCIPLINE
Meeting Times Establish Meeting Times or PERFORMANCE
Acceptable +/- timelines MGMT/FEEDBACK/
DISCIPLINE
No Boundaries for Timekeeping Flexible time management. PERF.MGMT/ FEEDBACK/
Simple rules everyone can DISCIPLINE
follow.
Conferences Schedule conferences with PERF.MGMT/
built in excess time for FEEDBACK/STAFFING/
cultural differences DISCIPLINE
 Risk Mitigation
RISK
High versus low context
culture
Team versus individual
mentality
Employees Appraisals
Importance of Status is more
important in host nation
Low Uncertainty
Avoidance = High Risk
Tolerance
MITIGATION HR AREAS
AFFECTED
Identify In-Groups. Establish a PERF.MGMT/FEEDBACK/
middle ground. STAFFING/
Establish a common ground for PERF.MGMT/FEEDBACK/
communicating with groups STAFFING/DISCIPLINE
Educate expats on in-group PERF.MGMT/FEEDBACK/
mentality prior to appraisal STAFFING/
process to ensure personnel are COMPENSATION
assessed fairly
Acknowledge cultural status and TRAINING/STAFFING/PER
provide cross-cultural training FORMANCE MGMT
None Both Countries are Low
and share similar ideals in
this area
 Risk Mitigation

RISK MITIGATION HR AREAS

AFFECTED

Group Mentality is not Establish discipline actions PERF.MGMT/

conducive to disciplinary that are not mass punishment FEEDBACK/STAFFING/
actions for the group DISCIPLINE

Employee Corrections Identify if corrections need to PERF.MGMT/

address the group or FEEDBACK/
individual members of the DISCIPLINE/WORK
group DESIGN
Conclusion
 There will be hardships in such a radical
shift of culture.

 Through appropriate staffing, work design,

training, performance management,
discipline, and a solid risk mitigate plan of
all the above:
◦ We can maintain that competitive advantage.
◦ We can stay a world leader.
 PRE EDIT SLIDES BELOW