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Surveys
2005
April
Q
Questionnaire for Human Resource Managers
Questionnaire for Human Resource Managers
0%
Have you ever worked in an organization which has gone through a merger or acquisition?
Yes
No
If yes, have you or the human resource department been involved in the merger process?
Yes
No
If yes again, than at what stage of acquisition or merger was the HR department involved in the process?
PreDeal Stage
DueDiligence Stage
Integration Stage
Evaluation Stage
Does your organization has or makes a dedicated integration team involving HR managers for finalizing and implementing the acquisition process?
Yes
No
Don't Know
Do you think people concerns or HR issues are important to be considered before possible merger or acquisition issues are taken up for consideration?
Yes
No
Don't Know
Which of the following matters you think are of importance while planning the and implementation of acquisition or merger process?
Compensation
Culture
Decision Making Process
Leadership
Organizational Structure
Personal Growth Aspect
Stability of Job
Brand Image of Company
Performance Management & Reward System
T & D Policies
Status of Employee after Merger
Objective of Merger/Acquisition
Possible Downsizing of Merged Entity
Communication
Power & Politics
Trust & Integrity
Prioritize the below listed given items according to your degree of concern (give no 1 to the item about which you are most concerned and then follow on in the decreasing order.)
Compensation
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Culture
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Decision Making Process
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Evaluation Stage
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Organizational Structure
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Personal Growth Aspect
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Stability of Job
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Brand Image of Company
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Performance Management & Reward System
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
T & D Policies
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Status of Employee after Merger
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Objective of Merger/Acquisition
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Possible Downsizing of Merged Entity
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Communication
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Power & Politics
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Trust & Integrity
-- Select --
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
Your organization deals well with the employee concerns regarding the impact of the deal on them?
Strongly Agree
Agree
Disagree
Strongly DisAgree
Communication plays an important role in success of the Merger/Acquisition.
Strongly Agree
Agree
Disagree
Strongly Disagree
Your organization has a systematic approach to access the leadership capabilities of the senior executives in your organization and the business being acquired.
Strongly Agree
Agree
Disagree
Strongly Disagree
Once the deal has been announced the senior management attached higher immediate priority to satisfying shareholders than they do to looking after customers and employees.
Strongly Agree
Agree
Disagree
Strongly Disagree
Does your organization do the cultural survey of the firm being acquired or merged to identify cultural compatibility?
Yes
No
To a Certain Extent
Dont Know
The speed of the integration process plays an important role in success of the merger or acquisition.
Strongly Agree
Agree
Disagree
Strongly Disagree
Once a deal was completed, senior management roles and responsibilities were clearly
defined early on
Strongly Agree
Agree
Disagree
Strongly Disagree
Name
Company
Designation
Please contact
[email protected]
if you have any questions regarding this survey.
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