THE CULTURE CONUNDRUM

Team Name:
Parag Saxena
Pranjul Rai
Satyaki Chakraborty
 Situational Analysis
Apogee
 Time: 9 am- 5:30 pm
Work
 Unlimited Work From Home
Arrangement
 Informal Dress Policy
 Bonus not a part of CTC
Difference in Practices
Technomind Implementation Roadmap
 Time: 8:30 am- 6 pm Introduction Phase Transition Phase Integration Phase
 No Work From Home Policy
 Smart Casual Dress Policy
Awareness Understanding Acceptance Commitment
 Variable Pay (5-25% of CTC)

 No concept of overtime  Overtime paid

Pay  Reimbursement for Gym,
Telephone, etc
 Increments in April
Performance  Continuous Feedback; No
Management year end ratings
 Manager decides hike
 Employer funded inpatient
Benefits
insurance
 Pet-friendly work space
There could be
Objective of Acquisition
 No Reimbursements
 Increments in June Key Levers for Integration
Compensation
Performance
 Bell-curve model (pay philosophy, pay Appraisal
 Quarterly Appraisals level & pay mix)
Work
arrangements Culture Integration
 Employee funded inpatient (Work hours &
and outpatient insurance work location)
 In-house crèche
Employee Talent Mgmt.
Collaboration & (Career Development,
Communication Succession Planning,
Recruitment strategy)

multiple reasons IP
for acquisition of a
firm. Here, as Product
Apogee offers Objectives of Integration
What am I Talent
consulting
capabilities to acquiring? Talent is independent of heuristics Defer Bonus only
Customers  Retention of talent
Technomind, we Culture impacts Talent’s productivity Retain work culture
infer that ‘Talent’ is Revenue  Profitability
the primary reason Acquisition basis company’s credentials Complete Absorption
 Increased Clientele
for acquisition Market Acquisition basis talent’s credentials
Priority Mapping
Combination Priority Matrix*

High Combine Quickly Combine Carefully

Performance Appraisal
Importance to Strategy, Savings, Synergy

Pay Mix
Talent Management

Combine
Pay Level Slowly

Work Time & Dress Policy Work Arrangement

(Work from home/ OT)

Combine as needed Separate

Low
Easy Ease of Integration Hard
*Source: Research Paper titled: “The Human Side of Merger Planning:
Assessing & Analysing Fit”, Philips H. Mirvis, Mitchbell Lee Marks