Artikel
Mergers and acquisitions in life sciences
There’s no doubt: mergers and acquisitions are occurring more frequently amongst biotech and pharma companies. Yet, while mergers may be great for your partners and board, they’re often incredibly difficult on your talent. Employees can quickly get lost in the fray on everything from uncertainty about job responsibilities to resentment about new leadership; all of which ¬has a direct impact on your productivity and bottom line. How effectively you integrate your talent can even make or break the merger itself; more than 57% of executives surveyed said incompatible cultures were the principal cause of a failed merger in which they were involved. While there’s no one-size-fits-all solution to integrating talent, there are some best practices that every organization can implement to prioritize talent during a merger. Consider these six powerful strategies:There’s no doubt: mergers and acquisitions are occurring more frequently amongst biotech and pharma companies. Yet, while mergers may be great for your partners and board, they’re often incredibly difficult on your talent. Employees can quickly get lost in the fray on everything from uncertainty about job responsibilities to resentment about new leadership; all of which ¬has a direct impact on your productivity and bottom line. How effectively you integrate your talent can even make or break the merger itself; more than 57% of executives surveyed said incompatible cultures were the principal cause of a failed merger in which they were involved. While there’s no one-size-fits-all solution to integrating talent, there are some best practices that every organization can implement to prioritize talent during a merger. Consider these six powerful strategies:
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Lernplattformen und ihre Bedeutung für das Talent-Management
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Talent-Pool: Wie lange dürfen Bewerbungsunterlagen gespeichert werden?
In älteren Beitragen hatten wir uns bereits ausführlich damit beschäftigt, wie man mit Kündigungen von Mitarbeitern umgeht. Doch viele Firmen speichern die Personaldaten noch lange Zeit, nachdem der Trennungsschmerz schon längst überwunden ist. Das mag noch einigermaßen verständlich sein. Doch wie sieht es mit Unterlagen von Bewerbern aus, die niemals Teil des Unternehmens waren?
