Integration after acquisition, Germany, 800 employees
Elaborate strategies and objectives of the company and tailor them for the employees in the company to be integrated.
Organizational and cultural integration of the two companies involved. It was necessary to find solutions to bring together products, processes, technologies and, last but not least, the employees, and to achieve the joint entrepreneurial goals.
The company to be integrated was struggling financially and the employees had become highly frustrated. A fast and good integration was very important. Accordingly, the following HR tasks, among others, had to be mastered during the integration phase:
Merging corporate cultures
Establish and segregate areas of responsibility
Re-planning and streamlining processes
Encourage cooperation among employees and departments
12 months project duration
HR processes were fully integrated
Restructuring process with social plan negotiations and a 40% reduced workforce in production was set up within 8 months
Project to streamline processes was established and successfully implemented
Several company agreements for integration had been implemented
There was a special focus on good and constructive cooperation with the German Works Council. This accelerated the process of integration and helped to achieve success in the social plan negotiations