HR challenges in mergers & acquistions

IPM - PQHRM

HR Challenges in Mergers &
Acquisitions (M&A)

Prepared by:
Jayadeva de Silva.M.Sc.MBIM,FIPM,FITD
This Lesson provides a concise overview of the merger and acquisition process & HR
Challenges. The purpose of the lesson is to give the I PM students a solid understanding
of how mergers and acquisitions work and possible HR challenges

HUMANTALENTS INTERNATIONAL

Basic Concepts
Mergers and acquisitions represent the ultimate in change for a business. No
other event is more difficult, challenging, or chaotic as a merger and
acquisition. It is imperative that everyone involved in the process has a clear
understanding of how the process works. Hopefully this short lesson will
provide you with a better appreciation of what is involved.

You might be asking yourself, why do I need to learn the merger and
acquisition (M & A) process? Well for starters, mergers and acquisitions are
now a normal way of life within the business world. In today's global,
competitive environment, mergers are sometimes the only means for long-
term survival. In other cases, such as Cisco Systems, mergers are a strategic
component for generating long-term growth. Additionally, many entrepreneurs
no longer build companies for the long-term; they build companies for the
short-term, hoping to sell the company for huge profits. In her book The Art of
Merger and Acquisition Integration, Alexandra Reed Lajoux puts it best:

Virtually every major company in the United States today has
experienced a major acquisition at some point in history. And at any
given time, thousands of these companies are adjusting to post-
merger reality. For example, so far in the decade of the 1990's
(through June 1997), 96,020 companies have come under new
ownership worldwide in deals worth a total of $ 3.9 trillion - and that's
just counting acquisitions valued at $ 5 million and over. Add to this
the many smaller companies and nonprofit and governmental entities
that experience mergers every year, and the M & A universe
becomes large indeed.

M & A Defined

When we use the term "merger", we are referring to the merging of two
companies where one new company will continue to exist. The term
"acquisition" refers to the acquisition of assets by one company from another
company. In an acquisition, both companies may continue to exist. However,
throughout this course we will loosely refer to mergers and acquisitions ( M &
A ) as a business transaction where one company acquires another
company. The acquiring company will remain in business and the acquired
company (which we will sometimes call the Target Company) will be
integrated into the acquiring company and thus, the acquired company
ceases to exist after the merger.

Mergers can be categorized as follows:

Horizontal: Two firms are merged across similar products or services.
Horizontal mergers are often used as a way for a company to increase its
market share by merging with a competing company. For example, the

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merger between Exxon and Mobil will allow both companies a larger share of
the oil and gas market.

Vertical: Two firms are merged along the value-chain, such as a
manufacturer merging with a supplier. Vertical mergers are often used as a
way to gain a competitive advantage within the marketplace. For example,
Merck, a large manufacturer of pharmaceuticals, merged with Medco, a large
distributor of pharmaceuticals, in order to gain an advantage in distributing its
products.

Conglomerate: Two firms in completely different industries merge, such as a
gas pipeline company merging with a high technology company.
Conglomerates are usually used as a way to smooth out wide fluctuations in
earnings and provide more consistency in long-term growth. Typically,
companies in mature industries with poor prospects for growth will seek to
diversify their businesses through mergers and acquisitions. For example,
General Electric (GE) has diversified its businesses through mergers and
acquisitions, allowing GE to get into new areas like financial services and
television broadcasting.

Reasons for M & A

Every merger has its own unique reasons why the combining of two
companies is a good business decision. The underlying principle behind
mergers and acquisitions ( M & A ) is simple: 2 + 2 = 5. The value of
Company A is $ 2 billion and the value of Company B is $ 2 billion, but when
we merge the two companies together, we have a total value of $ 5 billion.
The joining or merging of the two companies creates additional value which
we call "synergy" value.

Synergy value can take three forms:

1. Revenues: By combining the two companies, we will realize higher revenues then if the
two companies operate separately.

2. Expenses: By combining the two companies, we will realize lower expenses then if the
two companies operate separately.

3. Cost of Capital: By combining the two companies, we will experience a lower overall cost
of capital.

For the most part, the biggest source of synergy value is lower expenses.
Many mergers are driven by the need to cut costs. Cost savings often come
from the elimination of redundant services, such as Human Resources,
Accounting, Information Technology, etc. However, the best mergers seem
to have strategic reasons for the business combination. These strategic
reasons include:

 Positioning - Taking advantage of future opportunities that can be exploited when the two
companies are combined. For example, a telecommunications company might improve

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its position for the future if it were to own a broad band service company. Companies
need to position themselves to take advantage of emerging trends in the marketplace.

 Gap Filling - One company may have a major weakness (such as poor distribution)
whereas the other company has some significant strength. By combining the two
companies, each company fills-in strategic gaps that are essential for long-term survival.

 Organizational Competencies - Acquiring human resources and intellectual capital can
help improve innovative thinking and development within the company.

 Broader Market Access - Acquiring a foreign company can give a company quick access
to emerging global markets.

Mergers can also be driven by basic business reasons, such as:

 Bargain Purchase - It may be cheaper to acquire another company then to invest
internally. For example, suppose a company is considering expansion of fabrication
facilities. Another company has very similar facilities that are idle. It may be cheaper to
just acquire the company with the unused facilities then to go out and build new facilities
on your own.

 Diversification - It may be necessary to smooth-out earnings and achieve more consistent
long-term growth and profitability. This is particularly true for companies in very mature
industries where future growth is unlikely. It should be noted that traditional financial
management does not always support diversification through mergers and acquisitions. It
is widely held that investors are in the best position to diversify, not the management of
companies since managing a steel company is not the same as running a software
company.

 Short Term Growth - Management may be under pressure to turnaround sluggish growth
and profitability. Consequently, a merger and acquisition is made to boost poor
performance.

 Undervalued Target - The Target Company may be undervalued and thus, it represents
a good investment. Some mergers are executed for "financial" reasons and not strategic
reasons. For example, Kohlberg Kravis & Roberts acquires poor performing companies
and replaces the management team in hopes of increasing depressed values.

The Overall Process

The Merger & Acquisition Process can be broken down into five phases:

Phase 1 - Pre Acquisition Review: The first step is to assess your own
situation and determine if a merger and acquisition strategy should be
implemented. If a company expects difficulty in the future when it comes to
maintaining core competencies, market share, return on capital, or other key
performance drivers, then a merger and acquisition (M & A) program may be
necessary.

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It is also useful to ascertain if the company is undervalued. If a company fails
to protect its valuation, it may find itself the target of a merger. Therefore, the
pre-acquisition phase will often include a valuation of the company - Are we
undervalued? Would an M & A Program improve our valuations?

The primary focus within the Pre Acquisition Review is to determine if growth
targets (such as 10% market growth over the next 3 years) can be achieved
internally. If not, an M & A Team should be formed to establish a set of criteria
whereby the company can grow through acquisition. A complete rough plan
should be developed on how growth will occur through M & A, including
responsibilities within the company, how information will be gathered, etc.

Phase 2 - Search & Screen Targets: The second phase within the M & A
Process is to search for possible takeover candidates. Target companies
must fulfill a set of criteria so that the Target Company is a good strategic fit
with the acquiring company. For example, the target's drivers of performance
should compliment the acquiring company. Compatibility and fit should be
assessed across a range of criteria - relative size, type of business, capital
structure, organizational strengths, core competencies, market channels, etc.

It is worth noting that the search and screening process is performed in-house
by the Acquiring Company. Reliance on outside investment firms is kept to a
minimum since the preliminary stages of M & A must be highly guarded and
independent.

Phase 3 - Investigate & Value the Target: The third phase of M & A is to
perform a more detail analysis of the target company. You want to confirm
that the Target Company is truly a good fit with the acquiring company. This
will require a more thorough review of operations, strategies, financials, and
other aspects of the Target Company. This detail review is called "due
diligence." Specifically, Phase I Due Diligence is initiated once a target
company has been selected. The main objective is to identify various synergy
values that can be realized through an M & A of the Target Company.
Investment Bankers now enter into the M & A process to assist with this
evaluation.

A key part of due diligence is the valuation of the target company. In the
preliminary phases of M & A, we will calculate a total value for the combined
company. We have already calculated a value for our company (acquiring
company). We now want to calculate a value for the target as well as all other
costs associated with the M & A. The calculation can be summarized as
follows:

Value of Our Company (Acquiring Company) $ 560
Value of Target Company 176
Value of Synergies per Phase I Due Diligence 38
Less M & A Costs (Legal, Investment Bank, etc.) ( 9)
Total Value of Combined Company $ 765

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Phase 4 - Acquire through Negotiation: Now that we have selected our target
company, it's time to start the process of negotiating a M & A. We need to
develop a negotiation plan based on several key questions:

 How much resistance will we encounter from the Target Company?

 What are the benefits of the M & A for the Target Company?

 What will be our bidding strategy?

 How much do we offer in the first round of bidding?

The most common approach to acquiring another company is for both
companies to reach agreement concerning the M & A; i.e. a negotiated
merger will take place. This negotiated arrangement is sometimes called a
"bear hug." The negotiated merger or bear hug is the preferred approach to a
M & A since having both sides agree to the deal will go a long way to making
the M & A work. In cases where resistance is expected from the target, the
acquiring firm will acquire a partial interest in the target; sometimes referred to
as a "toehold position." This toehold position puts pressure on the target to
negotiate without sending the target into panic mode.

In cases where the target is expected to strongly fight a takeover attempt, the
acquiring company will make a tender offer directly to the shareholders of the
target, bypassing the target's management. Tender offers are characterized
by the following:

 The price offered is above the target's prevailing market price.

 The offer applies to a substantial, if not all, outstanding shares of stock.

 The offer is open for a limited period of time.

 The offer is made to the public shareholders of the target.

A few important points worth noting:

 Generally, tender offers are more expensive than negotiated M & A's due to the
resistance of target management and the fact that the target is now "in play" and may
attract other bidders.

 Partial offers as well as toehold positions are not as effective as a 100% acquisition of
"any and all" outstanding shares. When an acquiring firm makes a 100% offer for the
outstanding stock of the target, it is very difficult to turn this type of offer down.

Another important element when two companies merge is Phase II Due
Diligence. As you may recall, Phase I Due Diligence started when we
selected our target company. Once we start the negotiation process with the
target company, a much more intense level of due diligence (Phase II) will
begin. Both companies, assuming we have a negotiated merger, will launch a
very detail review to determine if the proposed merger will work. This requires

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a very detail review of the target company - financials, operations, corporate
culture, strategic issues, etc.

Phase 5 - Post Merger Integration: If all goes well, the two companies will
announce an agreement to merge the two companies. The deal is finalized in
a formal merger and acquisition agreement. This leads us to the fifth and final
phase within the M & A Process, the integration of the two companies.

Every company is different - differences in culture, differences in information
systems, differences in strategies, etc. As a result, the Post Merger
Integration Phase is the most difficult phase within the M & A Process. Now
all of a sudden we have to bring these two companies together and make the
whole thing work. This requires extensive planning and design throughout the
entire organization. The integration process can take place at three levels:

1. Full: All functional areas (operations, marketing, finance, human resources, etc.) will be
merged into one new company. The new company will use the "best practices" between
the two companies.

2. Moderate: Certain key functions or processes (such as production) will be merged
together. Strategic decisions will be centralized within one company, but day to day
operating decisions will remain autonomous.

3. Minimal: Only selected personnel will be merged together in order to reduce
redundancies. Both strategic and operating decisions will remain decentralized and
autonomous.

If post merger integration is successful, then we should generate synergy
values. However, before we embark on a formal merger and acquisition
program, perhaps we need to understand the realities of mergers and
acquisitions.

A Reality Check

As mentioned at the start of this course, mergers and acquisitions are
extremely difficult. Expected synergy values may not be realized and
therefore, the merger is considered a failure. Some of the reasons behind
failed mergers are:

 Poor strategic fit - The two companies have strategies and objectives that are too
different and they conflict with one another.

 Cultural and Social Differences - It has been said that most problems can be traced to
"people problems." If the two companies have wide differences in cultures, then synergy
values can be very elusive.

 Incomplete and Inadequate Due Diligence - Due diligence is the "watchdog" within the M
& A Process. If you fail to let the watchdog do his job, you are in for some serious
problems within the M & A Process.

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 Poorly Managed Integration - The integration of two companies requires a very high level
of quality management. In the words of one CEO, "give me some people who know the
drill." Integration is often poorly managed with little planning and design. As a result,
implementation fails.

 Paying too Much - In today's merger frenzy world, it is not unusual for the acquiring
company to pay a premium for the Target Company. Premiums are paid based on
expectations of synergies. However, if synergies are not realized, then the premium paid
to acquire the target is never recouped.

 Overly Optimistic - If the acquiring company is too optimistic in its projections about the
Target Company, then bad decisions will be made within the M & A Process. An overly
optimistic forecast or conclusion about a critical issue can lead to a failed merger.

The above list is by no means complete. As we learn more about the M & A
Process, we will discover that the M & A Process can be riddled with all kinds
of problems, ranging from organizational resistance to loss of customers and
key personnel.

We should also recognize some cold hard facts about mergers and
acquisitions. In the book The Complete Guide to Mergers and Acquisitions,
the authors Timothy J. Galpin and Mark Herndon point out the following:

 Synergies projected for M & A's are not achieved in 70% of cases.

 Just 23% of all M & A's will earn their cost of capital.

 In the first six months of a merger, productivity may fall by as much as 50%.

 The average financial performance of a newly merged company is graded as C - by the
respective Managers.

 In acquired companies, 47% of the executives will leave the first year and 75% will
leave within the first three years of the merger.

In the book Valuation: Measuring and Managing the Value of Companies, the
authors note the following:

"Even in situations where the acquired company is in the same line of
business as the acquirer and is small enough to allow for easy post-
merger integration, the likelihood of success is only about 50%."

Do not despair - there is some good news in all of this! The success rate in
recent years has improved dramatically. As more and more companies gain
experience in the M & A process, they are becoming very successful. In
1997, Mercer Management Consulting released a study which showed that
mergers during the 1990's substantially outperformed mergers during the
1980's.

So let us move on and see if we can better understand the nuts and bolts
behind mergers and acquisitions.

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Legal and Regulatory Considerations
When one company decides to acquire another company, a series of
negotiations will take place between the two companies. The acquiring
company will have a well-developed negotiating strategy and plan in place. If
the Target Company believes a merger is possible, the two companies will
enter into a "Letter of Intent."

The Letter of Intent outlines the terms for future negotiations and commits the
Target Company to giving serious consideration to the merger. A Letter of
Intent also gives the acquiring company the green light to move into Phase II
Due Diligence. The Letter of Intent attempts to answer several issues
concerning the proposed merger:

1. How will the acquisition price be determined?

2. What exactly are we acquiring? Is it physical assets, is it a controlling interest in the
target, is it intellectual capital, etc.?

3. How will the merger transaction be designed? Will it be an outright purchase of assets?
Will it be an exchange of stock?

4. What is the form of payment? Will the acquiring company issue stock, pay cash, issue
notes, or use a combination of stock, cash, and/or notes?

5. What is the estimated time frame for the merger? What law firms will be responsible for
creating the M & A Agreement?

6. What is the scope of due diligence? What records will be made available for completing
due diligence?

7. How much time will the Target Company allow for negotiations? The Letter of Intent will
usually prohibit the Target Company from "shopping itself" during negotiations.

8. How much compensation (referred to as bust up fees) will the acquiring company be
entitled to in the event that the target is acquired by another company? Once news of the
proposed merger leaks out, the Target Company is "in play" and other companies may
make a bid to acquire the Target Company.

9. Will there be any operating restrictions imposed on either company during negotiations?
For example, the two companies may want to postpone hiring new personnel, investing
in new facilities, issuing new stock, etc. until the merger has been finalized.

10. If the two companies are governed by two countries, which one will govern the merger
transaction?

11. Will there be any adjustment to the final purchase price due to anticipated losses or
events prior to the closing of the merger?

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M & A Agreement

As the negotiations continue, both companies will conduct extensive Phase II
Due Diligence in an effort to identify issues that must be resolved for a
successful merger. If significant issues can be resolved and both companies
are convinced that a merger will be beneficial, then a formal merger and
acquisition agreement will be formulated.

The basic outline for the M & A Agreement is rooted in the Letter of Intent.
However, Phase II Due Diligence will uncover several additional issues not
covered in the Letter of Intent. Consequently, the M & A Agreement can be
very lengthy based on the issues exposed through Phase II Due Diligence.

Additionally, both companies need to agree on the integration process. For
example, a Transition Service Agreement is executed to cover certain types
of services, such as payroll. The Target Company continues to handle payroll
up through a certain date and once the integration process is complete, the
acquiring company takes over payroll responsibilities. The Transition Service
Agreement will specify the types of services, timeframes, and fees associated
with the integration process.

Representations

One very important element within the M & A Agreement is representation by
both companies. Both sides must provide some warranty that what has been
conveyed is complete and accurate. From the buyers (acquiring firm)
viewpoint, full and complete disclosure is critical if the buyer is to understand
what is being acquired. Discovery of new issues that have been
misrepresented by the seller can relieve the buyer from proceeding with the
merger.

From the seller's point of view, full disclosure requires extensive time and
effort. Additionally, it is difficult to cover every possible representation as "full
and accurate." Therefore, the seller prefers to limit the number of
representations within the M & A Agreement. One way of striking the right
balance is to establish materiality limits on certain representations. The M & A
Agreement will also include language, such as "to the best of the sellers
knowledge," in order to alleviate some representations.

Indemnification

Another important element within the M & A Agreement is indemnification.
The M & A Agreement will specify the nature and extent to which each
company can recover damages should a misrepresentation or breach of
contract occur.

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Confidentiality

It is very important for both sides to keep things confidential before
announcing the merger. If customers, suppliers, employees, shareholders, or
other parties should find out about the merger before it is announced, the
target company could lose a lot of value: Key personnel resign, productivity
drops, customers switch to competing companies, suppliers decide not to
renew contracts, etc. In an effort to prevent leaks, the two companies will
enter into a Confidentiality Agreement whereby the acquiring firm agrees to
keep information learned about the Target Company as confidential.
Specifically, the Confidentiality Agreement will require the acquiring firm to:

 Not contact customers, suppliers, owners, employees, and other parties associated with
the Target Company.

 Not divulge any information about the target's operating and financial plans or its current
conditions.

 Not reproduce and distribute information to outside parties.

 Not use the information for anything outside the scope of evaluating the proposed
merger.

M & A Closing

Once all issues have been included and addressed to the satisfaction of both
companies, the merger and acquisition is executed by signing the M & A
Agreement. The buyer and the seller along with their respective legal teams
meet and exchange documents. This represents the closing date for the
merger and acquisition. The transaction takes place through the exchange of
stock, cash, and/or notes. Once the agreement has been finalized, a formal
announcement is made concerning the merger between the two companies.

It should be noted that due diligence extends well beyond the closing date.
Therefore, actual payment may be deferred until legal opinions can be
issued, financial statements audited, and the full scope of Phase II Due
Diligence can be completed. It is not uncommon for many conditions to
remain open and thus, the M & A Agreement may require amendments to
cover the results of future due diligence.

Due Diligence
There is a common thread that runs throughout much of the M & A Process.
It is called Due Diligence. Due diligence is a very detail and extensive
evaluation of the proposed merger. An over-riding question is - Will this



merger work? In order to answer this question, we must determine what kind
of "fit" exists between the two companies. This includes:

Investment Fit - What financial resources will be required, what level of risk
fits with the new organization, etc.?

Strategic Fit - What management strengths are brought together through this
M & A? Both sides must bring something unique to the table to create
synergies.

Marketing Fit - How will products and services compliment one another
between the two companies? How well do various components of marketing
fit together - promotion programs, brand names, distribution channels,
customer mix, etc?

Operating Fit - How well do the different business units and production
facilities fit together? How do operating elements fit together - labor force,
technologies, production capacities, etc.?

Management Fit - What expertise and talents do both companies bring to the
merger? How well do these elements fit together - leadership styles, strategic
thinking, ability to change, etc.?

Financial Fit - How well do financial elements fit together - sales, profitability,
return on capital, cash flow, etc.?

Due diligence is also very broad and deep, extending well beyond the
functional areas (finance, production, human resources, etc.). This is
extremely important since due diligence must expose all of the major risk
associated with the proposed merger. Some of the risk areas that need to be
investigated are:

 Market - How large is the target's market? Is it growing? What are the major threats? Can
we improve it through a merger?

 Customer - Who are the customers? Does our business compliment the target's
customers? Can we furnish these customers new services or products?

 Competition - Who competes with the target company? What are the barriers to
competition? How will a merger change the competitive environment?

 Legal - What legal issues can we expect due to an M & A? What liabilities, lawsuits, and
other claims are outstanding against the Target Company?

Another reason why due diligence must be broad and deep is because
management is relying on the creation of synergy values. Much of Phase I
Due Diligence is focused on trying to identify and confirm the existence of
synergies between the two companies. Management must know if their
expectation over synergies is real or false and about how much synergy can
we expect? The total value assigned to the synergies gives management
some idea of how much of a premium they should pay above the valuation of



the Target Company. In some cases, the merger may be called off because
due diligence has uncovered substantially less synergies then what
management expected.

Making Due Diligence Work

Since due diligence is a very difficult undertaking, you will need to enlist your
best people, including outside experts, such as investment bankers, auditors,
valuation specialist, etc. Goals and objectives should be established, making
sure everyone understands what must be done. Everyone should have
clearly defined roles since there is a tight time frame for completing due
diligence. Communication channels should be updated continuously so that
people can update their work as new information becomes available; i.e. due
diligence must be an iterative process. Throughout due diligence, it will be
necessary to provide summary reports to senior level management.

Due diligence must be aggressive, collecting as much information as possible
about the target company. This may even require some undercover work,
such as sending out people with false identities to confirm critical issues. A lot
of information must be collected in order for due diligence to work. This
information includes:

1. Corporate Records: Articles of incorporation, by laws, minutes of meetings, shareholder
list, etc.

2. Financial Records: Financial statements for at least the past 5 years, legal council letters,
budgets, asset schedules, etc.

3. Tax Records: State, and local tax returns for at least the past 5 years, working papers,
schedules, correspondence, etc.

4. Regulatory Records: Filings with the SEC, reports filed with various governmental
agencies, licenses, permits, decrees, etc.

5. Debt Records: Loan agreements, mortgages, lease contracts, etc.

6. Employment Records: Labor contracts, employee listing with salaries, pension records,
bonus plans, personnel policies, etc.

7. Property Records: Title insurance policies, legal descriptions, site evaluations, appraisals,
trademarks, etc.

8. Miscellaneous Agreements: Joint venture agreements, marketing contracts, purchase
contracts, agreements with Directors, agreements with consultants, contract forms, etc.

Good due diligence is well structured and very pro-active; trying to anticipate
how customers, employees, suppliers, owners, and others will react once the
merger is announced. When one analyst was asked about the three most
important things in due diligence, his response was "detail, detail, and detail."



Due diligence must very in-depth if you expect to uncover the various issues
that must be addressed for making the merger work.

What Can Go Wrong

Failure to perform due diligence can be disastrous. The reputation of the
acquiring company can be severely damaged if an announced merger is
called-off.

Since mergers are often aimed at cutting cost, due diligence might result in
several upward adjustments to earnings for the Target Company. This is
especially true where the target is a private company where excesses are
common. Here are some examples:

 Officer's salaries are excessive in relation to what they do.
 If salaries are high, then pensions will be high.
 Bonuses, travel, and other perks are excessive.
 Vehicles and other assets are unnecessary.
 Family members are on the payroll and they play no role in running the business.
 Consultants with strong ties to management are providing unnecessary services.

The objective is to get back to real values and real profits that will exist after
the merger. Once all necessary adjustments have been made, a forecast can
be prepared.

Going Beyond the Financials

As we previously noted, due diligence must be broad and deep. This includes
things like cultural and human resource issues. It is these types of "people"
issues that will be extremely important when it comes time to actually
integrate the two companies. Therefore, due diligence helps set the
foundation for post-merger integration.

Cultural due diligence looks at corporate cultures and attempts to ascertain
an organizational fit between the two merging companies. Each company will
have its own culture, derived from several components - corporate policies,
rules, compensation plans, leadership styles, internal communication,
physical work environment, etc. Cultural due diligence attempts to answer the
question - To what extent can the two companies change and adopt to
differences between the two corporate cultures? The wider the cultural gap,
the more difficult it will be to integrate the two companies. Consequently,
cultural due diligence identifies issues that are critical to integration and helps
management plan necessary actions for resolving these differences before
the merger is announced.

Human resource due diligence attempts to evaluate how people are
managed between the two companies. Several issues need to be analyzed:



 How do we continue to maximize the value of human resource capital?
 What is the appropriate mix of pay and benefits for the new organization?
 What incentive programs are needed to retain essential personnel after the merger is
announced?
 How are employees rewarded and compensated by the Target Company?
 How does base pay compare to the marketplace?
 How do we merge pension plans, severance pay, etc.?

It is very important to get the Human Resource Department involved in the
merger and acquisition process early on since they have strong insights into
cultural and human resource issues. Failure to address cultural, social, and
human resource issues in Phase II Due Diligence is a major reason behind
failed mergers. As one executive said: "We never anticipated the people
problems and how much they would prevent integration." Therefore, make
sure you include the "people" issues in Phase II Due Diligence (which kicks-in
once the Letter of Intent is signed). This point is well made by Galpin and
Hendon in their book The Complete Guide to Mergers and Acquisitions:

In an era of widespread acknowledgement that mergers entail
disproportionate risks and failures, the surprising fact is not that
"culture" should become such a critical issue during integration,
rather what is surprising is that organizational culture and other issues
essential to integration have not yet become more central to
executive-level deal making.

Reverse Mergers

Before we leave due diligence and dive into valuations (covered in this short
module), one area that warrants special attention when it comes to due
diligence is the Reverse Merger. Reverse mergers are a very popular way for
small start-up companies to "go public" without all the trouble and expense of
an Initial Public Offering (IPO). Reverse mergers, as the name implies, work
in reverse whereby a small private company acquires a publicly listed
company (commonly called the Shell) in order to quickly gain access to equity
markets for raising capital. This approach to capitalization (reverse merger) is
common practice with internet companies like stamps.com, photoloft.com,
etc.

Summary

Mergers and acquisitions are among the most difficult of business transactions. There
is no shortage of stress. All of a sudden a new company must be formed with:

 Newer and more ambitious financial goals.
 Quicker turnaround times for growth.



 Restructuring of departments and the old company.
 Introduction of cultural differences.
 Higher rates of employee turnover.
 Lower levels of productivity.
 Communication problems.

There are numerous reasons why companies decide to merge. Some studies indicate
that companies merge for improving efficiencies and lowering costs. Other studies
show that companies merge to increase market share and gain a competitive
advantage. The ultimate goal behind a merger and acquisition is to generate synergy
values. Good strategic planning is the key to understanding if synergy values do in
fact exist. A well-researched and realistic plan will dramatically improve the chances of
realizing synergy values.

Several legal documents will solidify the merger and acquisition process, including a
Letter of Intent, which scrutinizes the proposed merger and the Merger & Acquisition
Agreement, which finalizes the deal.

Mergers are also subject to government regulation. One such regulation is anti-trust
which attempts to prevent companies from forming a monopoly. In a competitive
marketplace, companies sell products and services where prices equal marginal
costs. This results in an industry characterized by low prices and high levels of
production. An industry characterized by a monopoly allows the company to produce
at lower levels and higher prices to the customer.

The main control within the merger and acquisition process is Due Diligence. Due
diligence obtains as much information as possible about the target company and
attempts to build a comparison between the target company and the acquiring
company to see if there is a good fit. If there is a good fit, there is the possibility that a
merger between the two companies will improve growth, market share, earnings, etc.
One area that should not be overlooked is social and cultural issues. These "people"
related issues will become extremely important when it comes time to actually
combine or integrate the two companies.


HR challenges in mergers & acquistions

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