ABSTRACT
Arguably, Sales should stick to sales integration, Human Resources to HR integration and so on, during the integration – the value of an HR representative getting involved in the sales process may seem questionable. Although there are several ways to integrate teams and their respective compensation and benefit systems, the following approach offers a significant advantage. It allows an integration manager to identify the HR implications (including workforce integration, manpower planning and in particular commission and sales-bonus systems) alongside the compensation and benefit comparison. By exploring each company's way of doing things, and trying to integrate the best of both worlds into the new organization, an integration manager will not only improve the global team spirit, cohesion and integration of the working groups themselves, but most probably identify techniques, products and methodologies better designed to meet client needs.
