8. Prepare employee communications:

8. Prepare employee communications: Employees, customers, vendors, and the public need to be informed about the reasons for the merger, when it will occur, and how it will impact them. Information that is specific to each individual also needs to be prepared, including new hire paperwork, benefits enrollment materials, summary plan descriptions, booklets, payday and timesheet instructions, an employee handbook the code of conduct and who to contact for additional information.9. Merge the personnel data for both workforces: The primary hr information that must be merged includes HRIS data, payroll information, and performance reviews.10. Develop a retention strategy for those who remain: Since the transition may be as traumatic for those who remain as for those who were laid off, a strategy needs to be developed to answer questions, relieve fears, and build teamwork.