HR can support technological challenges during an acquisition through thorough training on technology policies, a comparative analysis of roles and titles, and alignment of compensation structures, as well as performing due diligence on HR information systems.
HR can support an organization's technological challenges during an acquisition by executing several strategies. One such strategy is to thoroughly train the staff of the acquired company on the purchaser's technology-related policies and systems. This includes orienting them to the values, visions, hierarchies, norms, and ways of interaction within the new organization. Another approach is to perform due diligence on HR information systems used in the acquired company to ensure seamless integration and to maintain data continuity.
Furthermore, HR should engage in a comparative analysis of the two organizations' positions and titles to align roles and maintain efficiency. HR's role also extends to creating a strategy to align compensation structures, which is crucial for staff retention and motivation post-acquisition. All these measures combined contribute to reducing the stress on employees during the transition and help in creating a unified corporate culture.