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mergers and acquisitions

How to Combine Relocation Policies after a Merger

When two companies merge, human resources is immediately tasked with ensuring that there is one benefit plan for all employees. In many cases, employees will just inherit the benefit plans from the acquiring company.  When it comes to relocation, however, this can be tricky as transferees can be in process while the ink is still drying on the acquisition deal.

Six Tips for Managing Relocation through Mergers and Acquisitions

M&AAccording to a 2012 report by Ernst and Young on M&A activity, mergers and acquisitions are expected to increase in 2013. I can believe it as many of my clients today are either in the middle of a merger or have gone through one recently.  Certainly, mergers and acquisitions are an important tool in the corporate strategy tool belt as companies aim to capitalize on new innovations, reduce costs or enter new markets. But, mergers and acquisitions are tough. More than 50 percent of mergers and acquisitions fail and more than 80 percent fail to enhance shareholder value.

Supersize Me?

Several months ago, in the wake of a major merger in the relocation industry, I wrote a post on how acquisitions can impact clients and transferees. It really got me thinking about the nature of business and growth and I’ve come to the somewhat obvious conclusion that we worship the mega-corporation way too much.

Important Steps to Take When Your Relocation Services Provider is Acquired

mergers and acquisitions in the reloaction industryAt some point during every corporate manager’s life, there comes a time when a service provider goes through a merger or acquisition – and it can be extremely frustrating. This is especially true in relocation, because the provider selection process is time consuming, expensive and often a burden on already strapped HR and procurement departments.


VP, Client Services

VP of Business Development Northeast Region


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