Integration Due Diligence: Setting the Stage for Value Creation

H. Hoeber, L. Bourgeois
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Abstract

Successful acquirers plan PMI prior to closing, conducting due diligence on the many elements that must be combined, adopted, changed or eliminated as part of the post-merger value-capture activities. Integration due diligence includes strategy, architecture, plumbing-and-wiring, and culture. Post merger integration action items fall into one or more of these categories. In strategy, the acquirer must decide on a target based on corporate strategy, capabilities, financial valuation, and cultural fit. The basic questions are, 'Why are we doing this?' and, 'What is our vision for the combined entity?' Architecture is the actions taken to design the new company, to staff the new positions, and to communicate the changes to staff. In the optimum case, the architectural decisions are derived using detailed knowledge of the overall strategy, and these blueprints are transmitted to the teams responsible for the plumbing and wiring (next paragraph). The basic questions here are, 'What is the new organization structure?' 'Who is in charge of what?' 'How much of the new organization should be absorbed versus held intact?' and, 'What messages do we communicate to which stakeholders, how, and when?' Plumbing & Wiring consist of the physical changes needed to connect two companies into a new single entity. This includes combining IT systems, HR benefits, real estate, and supply chains. The questions here are, 'How do we connect the pipes and wires?' 'How do we manage the details of this project?' and, 'How fast do we move?' The final element, central to the other three, is culture, values, traditions, security, and identity. Cultural issues can add enormous significance to issues that might otherwise seem insignificant. To the extent that values, identity, or personal security are threatened, it is natural that potentially destructive political behavior raises its head and can jeopardize the successful integration of any acquisition.
整合尽职调查:为价值创造搭建舞台
成功的收购者在交易完成前计划PMI,对合并后价值获取活动中必须合并、采用、改变或消除的许多要素进行尽职调查。整合尽职调查包括战略、架构、管道和布线以及文化。合并后集成操作项属于这些类别中的一个或多个。在战略方面,收购方必须根据企业战略、能力、财务估值和文化契合度来决定收购目标。最基本的问题是,‘我们为什么要这么做?以及“我们对合并后实体的愿景是什么?”架构是为设计新公司、为新职位配备人员以及向员工传达变更所采取的行动。在最佳情况下,架构决策是使用总体策略的详细知识得出的,并且这些蓝图被传递给负责管道和布线的团队(下一段)。这里的基本问题是,“新的组织结构是什么?”“谁负责什么?”“新组织的多少应该被吸收,多少应该保持不变?”以及“我们向哪些利益相关者传达什么信息,如何传达,何时传达?”管道和线路包括将两家公司连接成一个新的单一实体所需的物理变化。这包括整合IT系统、人力资源福利、房地产和供应链。这里的问题是,“我们如何连接管道和电线?”“我们如何管理这个项目的细节?”以及“我们移动的速度有多快?”最后一个要素是文化、价值观、传统、安全和身份认同,也是其他三个要素的核心。文化问题可以给看似无关紧要的问题增加巨大的意义。在价值、身份或个人安全受到威胁的程度上,潜在的破坏性政治行为自然会抬头,并可能危及任何收购的成功整合。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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