The integration or divestiture of organizations has been a manually intensive process, often causing disruptions due to lack of seamless data interchange between different systems. The nuances of corporate culture, employee data, and proprietary software compatibility further complicate the task. HR departments, being central to such changes, often find themselves grappling with data inconsistencies, lack of unified platforms, and misaligned organizational practices.
Goals and Objectives
Navigate through the integration of organizational cultural programming, digital systems, and compensation and pay.
Inventory digital capacity across concurrent organizations and quickly deploy VoE resources across the entire workforce. Take stock of performance models and data and begin to build integration frameworks for linking performance and managerial styles from the bottom up.
VoE — surveys, comms management, and feedback loops
IT systems integration protocols
Use Case Summary
When organizations come together, AI and advances in analytics as well as VoE are making it easier to inventory and merge digital and workforce cultures and systems faster. Taking stock of data on hand, digital capacity across both organizations, and cultural similarities and differences for both employee workstyles and managerial styles should still be the first step toward integration. From the earliest steps in identification, speed can be more greatly achieved building systems and cultural connection in the innovation layer — the workforce and line of business.