Corporate companies always on restructuring mode every three years or so. The changes are required when there's change in the stewardship or change in market or customer, or change in capital/ownership.
I was involved in the company spin off/demerge as well as merger in a large corporation. In 2002, the parent company decided to spinn off its internet base business in order to improve performance, productivity and speed to the market. However in 2006, the parent company again decided based on lengthy study and analysis made by consultant, to merge large chunk of the subsidiary business back into parent company. I was tasked to do the migration for almost 650 employees back to the parent. My problem at that time was at the same time the merger was to take place, the parent company was undergoing IT transformation exercise and all HR data were to be migrated from Peoplesoft to SAP. Therefore, we were instructed to hold the data migration for another 6 month at least for SAP to be stable before the 650 data from the little subsidiary could be keyed in into SAP one by one (data migration was not allowed). By the way, the employee migration was set to be on 1/1/2007, and the data migration for parent company would took place in December 2006.
After much deliberation, I decided to transfer all 650 employee data from subsidiary into the parent with 25K employee data with effect from 16/11/2011, two weeks before the NO NO date. My argument was, if I wait, there'd be nobody to take care of the 650 employee data in the Peoplesoft while another 25K employee data were already migrated to SAP. Even though the letter to employees were dated 1/1/2006, in actual fact, their data had already been migrated with effect from 16/12/2006. Legally that was wrong but I had to decided to a little wrong to avoid a huge issue ahead. It was done smoothly and only a few individuals within the parent's migration team noticed about the transfer. However since I promised to assist themt o do the checking and data varification for a few nights aftre 1/12/2006, they accepted my decision. We passed the test with flying colours, however there's a few teething issues especially with dependants data not fully migrated or rather detected by outsourced medical management organization. However those were not major issues and we had to tackle the issue on a case by case basis.
In general, the migration was successful (however, Finance had to do some adjustments later due to charging and accvount code; but it's ok as long as it didn't affect employees badly).
In HR, whatever we do, it should be employee first...:D
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