CEMEX.

caselet discussion

Post merger integration is very important part which is discussed in this caselet.

The acquisitions planned by the company were well planned particularly the focus on the cement and
building material business which they knew very well.

Every country has its own context and business environment so CEMEX had to think in a better way to
get through this challenge that is why the CEMEX way was created.The CEMEX way was created to
standardize processes ,technology and organisational structure across all countries. It is a pinch marking
driven by the following points:

 Efficiently manage the Global knowledge base

 Identify and disseminate best practices
 Standardise business processes
 Implement key information and internet based technologies

It is important to be aware of the challenges that the companies face entering into the
international markets in order to create an ideal business strategy, to avoid future losses and
problems in its development.

VALUES: CEMEX strives for excellence in performance creating long lasting relationships built
on trust and the core values of collaboration, integrity and leadership. THESE ARE THE VALUES
THAT PROVIDE THE FOUNDATION OF THE ORGANISATION.

COLLABORATION: CEMEX values working with others in a collective pursuit of excellence.

Collaboration is at the core of all of the relationships. It is a company with a sound vision for the
future based on sustainability excellence and innovation.

BELIEFS:CEMEX endeavors to develop and implement strategies that ensure leadership

generating values for the customers ,investors, employees ,suppliers and communities.
CEMEX believes in the competitive advantage given by their employees who act with integrity.
CEMEX holds lasting ties of trust and mutual benefits in all the interactions by doing business
honestly , responsibly and respectfully.
CEMEX ensures right people in the right place. CEMEX is reputed as the most trusted and
transparent company and this enriches the motivation level of staff /HR who are the real
contributors and owners of his /her own jobs.There are cross cultural trainers who work with
relocated employees and their families helping them adjust to their new environment. They
have developed policies and practices to recruit, promote and appropriately treat workers of
various ages ,races, sex and physical abilities from all over the world.
The main issue which we feel was the week pre-acquisition part—they expanded into different
continents and almost about 50 countries. Due diligence and negotiation are very important.
Different companies have different operating practices, structures and cultures and this part has
to be taken into consideration before the finalization of the acquisition. Foundation building
comes next which includes launch, acquisition integration workout and strategy formulation