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UltraTech and Jaypee Merger: Integrating Culture and People
內容大綱
In 2016, UltraTech Cement Limited acquired a number of Jaypee Cement Corporation Ltd.’s cement capacity assets in India’s largest cement sector deal. As a result of this acquisition, all permanent employees at the acquired plants became employees of UltraTech Cement Limited. This included people working in plants, logistics, sales and marketing offices, and head office. On analyzing the employee data and organizational structure, considerable differences became apparent. The differences were related to organizational culture, organizational structure at the plant level, reporting relationships, and employee compensation. The challenge was to combine the two organizations and streamline human resources policies and practices fairly and equitably and help Jaypee Cement Corporation Ltd. employees integrate well into the newly merged entity.
學習目標
This case can be used in graduate-level courses on mergers and acquisitions, organizational change and development, compensation and benefits, and strategic human resources management. In a mergers and acquisitions course the case fits into modules on operational integration; in a course on organizational change and development, the case fits into transformational change modules; and in a course on compensation and benefits, it fits into modules on compensation restructuring and pay for position. After working through the case and assignment questions, students will be able to<ul><li>appreciate the link between the types of merger and people integration in mergers and acquisitions;</li><li>analyze different types of acculturation strategies that can be used when combining two organizations;</li><li>appreciate the role and importance of communication in the integration of two organizations;</li><li>recognize the challenges inherent in combining different structures and human resources policies and practices in mergers and acquisitions; and</li><li>design a basic human resources integration process.</li></ul>