How do you make technology integration the easiest part of any merger or acquisition?

Bring people, processes and data together quickly while keeping costs under control

Connection Illustration DSI

Why Customers Love PeopleSpheres

“We don’t have this feeling of a client-vendor relationship actually, we are really partners in the implementation of a solution that will allow us to do better”

Marc Mossenta
Enriched Human Resources Director, Vitamine T

Your options for HR technology integration during an M&A: How do they compare?

Why choose PeopleSpheres over other solutions?

All-in-one HRIS

  • Centralized interface for all HR functions
  • Single source of truth for reporting purposes
  • Standard configuration for each module
  • Disruptive change management for incoming employees, having a negative impact on morale during an M&A process
  • Delays in visibility to workforce data
  • High implementation and subscription costs
  • Time-consuming integration
  • Does not adapt to complex business requirements
  • Expensive and time-consuming IT projects
  • Need specialized resources to administer and maintain
  • Business processes must be adapted to conform to system parameters

Multiple Best-of-Breed Systems

  • Minimized disruption during M&A by maintaining the status quo
  • Adaptable to your complex business requirements
  • Inconsistent employee experience/employer brand prevents harmonization across joined companies
  • Difficulty standardizing HR procedures and processes across systems and companies
  • Disparate data across systems, causing difficulties in reporting
  • Multiple log-in credentials, leading to lower user adoption
  • Difficult and unsecure information sharing
  • Different interface and UI for each system
  • Complex IT logistics and governance
  • High IT costs to maintain the entire tech stack
  • No single source of truth

PeopleSpheres Platform

  • Meet short-term communication and reporting requirements while putting in place long-term strategies
  • Minimized disruption during M&A by maintaining the status quo
  • Instant visibility to data across systems
  • Adaptable and customized to your complex business requirements
  • Centralized interface for all HR functions
  • Single system of record for reporting purposes
  • Ability to standardize processes and build workflows across multiple systems
  • Secure data and information sharing across the organization
  • Ability to connect cross-functional systems that are part of the employee experience (finance, CRM, operations, etc.)
  • Consistent employer brand; customizable employee experience
  • Requires deep knowledge of business requirements
  • Not an out-of-the-box, prepackaged solution
  • Every connected system maintains it original look & feel
  • Better suited for complex organizations
  • Not knowing what to do with all the time and money you saved