Mergers and Acquisitions Project Scope
Managing mergers and acquisitions can be a complex project. Integrating the culture, processes and people of the organisations involved raises a lot of issues and requires robust planning and processes.
This is where visualising the structures of both organisations becomes important. It provides a complete view of the positions, responsibilities, and reporting lines making it easier for decision-makers to create informed strategies and anticipate roadblocks.
This case study explores how Navigo’s org design platform, org.manager, helped visualise the merger of two companies with different data models and created a single hierarchical view of the newly created entity. To gain a deeper understanding of this topic, you can read an article by Forbes on M&A strategies and their impact on organisational growth here.
Data Overview
The project required integrating two different payroll systems. This added an extra layer of complexity to the Mergers and Acquisitions process:
- Managing two separate data feeds with different identity providers (IDPs)
- Adding the results of scenario modelling to keep the org chart up-to-date (details below)
To address these data complexities, a dummy record was created which connected the continually updated CSV data files to create three structures:
- First structure – Existing Company A
- Second structure – Existing Company B
- Third structure – New Entity
To further streamline the process, daily changes resulting from the simulation were consolidated into a CSV file. This file was then uploaded to the SFTP server, either updating the existing org chart or generating a new one, as part of the Mergers and Acquisitions strategy.
Key Challenge
The primary challenge wasn’t dealing with the process or data complexities but understanding the different stakeholders involved and their decision-making process. The Navigo team was successfully able to bring the stakeholders together by providing services to support the mapping, examination and visualisation of the merger, helping them to make data-informed decisions using org.manager.
The Solution
org.manager provided a comprehensive solution for visualising and managing the new position hierarchy. Key benefits for the team included:
- Workforce modelling: org.manager’s workforce modelling capability enabled stakeholders to create multiple what-if scenarios and see the impact in real-time with a change summary report. A mapping table was created that defined their hierarchy (departments, positions, business units) to create the rolled up view of the merged company and create a usable export.
- Drag-and-drop interface: Workforce models were easily created and edited via drag-and-drop without affecting their source of truth data. To maintain data integrity, editing or creating new objects was able to be locked when needed.
- Dashboard with FTE data: The dashboard provided insights into the FTE data, this allowed stakeholders to monitor the workforce distribution across the newly merged entity.
- Visual representation: Visualisation rules and color codes were deployed to distinguish between the two original companies, ensuring clarity within the Mergers and Acquisitions context.
Below is an example illustrating the modelling capability in play for the merging of two companies:
Implementation
The configuration took approximately 35 hours and was primarily focused on setting up the data integration, backend processes, and initial visualisation. The Mergers and Acquisitions project was executed in two phases:
- Phase 1 – Getting a simplified view of the employee hierarchy.
- Phase 2 – Creating a new position structure with more functionality to add/edit positions.
Test drive workforce modelling for yourself
See how our advanced workforce modelling platform, org.manager, will change the way you work. From mergers and acquisitions to advanced HR dashboards, we cover it all.
Feel free to book a no-obligation consultation with our workforce specialist to find out more about what our tools can do for you, simply book a slot below:
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