Loyola University Maryland Acceptance Rate, SAT/ACT Scores, GPA

Loyola University Maryland is a private Jesuit liberal arts university with an acceptance rate of 79%. Founded in 1852, Loyola is located in Baltimore close to  Johns Hopkins University. Loyola offers 35 undergraduate programs and is a member of Phi Beta Kappa for its strengths in the liberal arts and sciences. Loyola University has an impressive 12-to-1  student / faculty ratio and an average class size of 20. In athletics, the Loyola Greyhounds compete in the NCAA Division I  Patriot League. Considering applying to Loyola University Maryland? Here are the admissions statistics you should know, including average SAT/ACT scores and GPAs of admitted students. Acceptance Rate During the 2017-18 admissions cycle, Loyola University Maryland had an acceptance rate of 79%. This means that for every 100 students who applied, 79 students were admitted, making Loyola Marylands admissions process somewhat competitive. Admissions Statistics (2017-18) Number of Applicants 10,251 Percent Admitted 79% Percent Admitted Who Enrolled (Yield) 13% SAT Scores and Requirements Loyola University Maryland has a test-optional standardized testing policy. Applicants to Loyola may submit SAT or ACT scores to the school, but they are not required. During the 2017-18 admissions cycle, 63% of admitted students submitted SAT scores. Note that home-schooled applicants are required to submit standardized test scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 580 660 Math 560 660 ERW=Evidence-Based Reading and Writing This admissions data tells us that of those students who submitted scores during the 2017-18 admissions cycle, most of Loyola Marylands students fall within the top 35% nationally on the SAT. For the evidence-based reading and writing section, 50% of students admitted to Loyola Maryland scored between 580 and 660, while 25% scored below 580 and 25% scored above 660. On the math section, 50% of admitted students scored between 560 and 660, while 25% scored below 560 and 25% scored above 660. While the SAT is not required, this data tells us that a composite SAT score of 1320 or higher is competitive for Loyola University Maryland. Requirements Loyola University Maryland does not require SAT scores for admission for most applicants. For students who choose to submit scores,  note that Loyola University Maryland does not require the SAT writing section or SAT Subject tests. Loyola participates in the scorechoice program, which means that the admissions office will consider your highest score from each individual section across all SAT test dates. ACT Scores and Requirements Loyola has a test-optional standardized testing policy. Applicants may submit SAT or ACT scores to the school, but they are not required.  During the 2017-18 admissions cycle, 25% of admitted students submitted ACT scores. Note that home-schooled applicants are required to submit standardized test scores. ACT Range (Admitted Students) Section 25th Percentile 75th Percentile English 24 32 Math 23 28 Composite 25 30 This admissions data tells us that of those who submitted scores during the 2017-18 admissions cycle, most of Loyola University Marylands admitted students fall within the  top 22% nationally  on the ACT. The middle 50% of students admitted to Loyola Maryland received a composite ACT score between 25 and 30, while 25% scored above 30 and 25% scored below 25. Requirements Note that Loyola University Maryland does not require ACT scores for admission for most applicants. For students who choose to submit scores, Loyola participates in the scorechoice program, meaning that the admissions office will consider your highest score from each individual section across all ACT test dates. Loyola does not require the ACT writing section. GPA In 2018, the average high school GPA of Loyola University Marylands incoming freshmen class was 3.5, and 57% of the class had average GPAs of 3.5 and above. These results suggest that most successful applicants to Loyola have primarily high B grades. Self-Reported GPA/SAT/ACT Graph Loyola University Maryland Applicants Self-Reported GPA/SAT/ACT Graph. Data courtesy of Cappex. The admissions data in the graph is self-reported by applicants to Loyola University Maryland. GPAs are unweighted. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in  with a free Cappex account. Admissions Chances Loyola University Maryland, which accepts over three-quarters of applicants, has a somewhat competitive admissions process. However, Loyola also also has holistic admissions and is test-optional, and admissions decisions are based on much more than numbers. A strong  application essay  and  glowing letters of recommendation  can strengthen your application, as can participation in meaningful  extracurricular activities  and a  rigorous course schedule. The college is looking for students who will contribute to the campus community in meaningful ways, not just students who show promise in the classroom. Students with particularly compelling stories or achievements can still receive serious consideration even if their grades are outside of Loyola University Marylands average range. In the graph above, the blue and green dots represent accepted students. You can see that the majority of successful applicants had a high school average of B or higher, combined SAT scores of 1100 or higher (ERWM), and ACT composite scores of 22 or better. Many accepted students had A averages and SAT scores over 1200. Keep in mind that Loyola University Maryland is test-optional and does not require students to submit SAT or ACT scores (except in the case of home-schooled students), so grades will matter far more than test scores in the admissions process. If You Like Loyola University Maryland, You May Also Like These Schools Towson UniversityBoston CollegeDrexel UniversityJohns Hopkins UniversityNortheastern UniversityTemple UniversityLehigh UniversityPennsylvania State UniversityProvidence CollegeAmerican UniversityVillanova UniversityUniversity of Delaware All admissions data has been sourced from the National Center for Education Statistics and Loyola University Maryland Undergraduate Admissions Office.

College Athletics And Education College Athletes

College Athletics and Education How are college athletes able to make time for classes during college? In this day and age, college athletics take up a huge amount of time for college athletes. They have to devote lots of time to practice and games. After awhile, all that time can really add up. How are they able to attend classes without hurting their athletic schedules? College athletic programs do not play a valuable role in higher education because most student-athletes don t attend college for an education, college athletics are too commercialized, the athletes have to devote too much time to practice and games, and the grade-point average for student-athletes have been decreasing over the years. College sports have been the heart and soul of America for quite some time. But, what lies underneath this extravagant organization? Are they able to get a good education while playing sports? Well, college athletes have to travel a lot. For example, the Indiana Hoosiers basketball tea m recently went to Hawaii for the Maui Invitational. Although they didn t do the best, they still had to miss several days of class because the tournament was held during the week. Were they able to make up the missed class time? Unfortunately we won t be able to find out, but according to CNN, most of the student athletes that go to college aren t there for an education...they are there for the sport. In an interview, Rashad McCants—a former North Carolina basketball player— told CNN sShow MoreRelatedThe Consequences of Paying College Athletes1240 Words   |  5 PagesAmerican intercollegiate athletic system†¦ adopted amateurism, claiming it developed competitors who were morally superior to professionals† (â€Å"Amateur†). Amateurism is the concept that athletes should compete without payment. Until recently, playing collegiate sports as an amateur was thought to be a noble calling. 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The massive development and fame of the college athletics have resulted in improved incomes for the National Collegiate Athletics Association (NCAA). Due to increased revenue received by the NCAA, the participates in athletics in the colleges has fuelled the argument of whether the college athletes need to be paid and rewarded moreRead MoreGames Being Won, But Classes Being Dropped1175 Words   |  5 Pagesask why these colleges would be grouped together. Well, these are just a few of the most recognizable universities in our country. What makes these universities so popular? They have an elite sports team, whether it be basketball, football, or even lacrosse, and this attracts more attention to them. Sadly, these universities are thriving in the spoils that young athletes bring to them at unfair costs. College athletics benefit universities the most, but at the expense of the athletes. The universities

Marketing the $100 Laptop Essay Example For Students

Marketing the $100 Laptop Essay I. Central Problem/Issue OLPC/Negropante needs to reach five million minimum laptop orders before starting production or else the cost of producing the laptops would be exorbitant. Although there have been six million purchase orders from various countries there are still no firm deals in place (i. e. no deposits, etc. ). The new concept of the laptop as revolutionary teaching tool that Negropante espouses, one that is child-centric, that allows children to play and build without restrictions (of Microsoft’s suite of software) must also be proven in order for the project to gain more acceptance as an educational laptop of choice. II. SWOT analysis The organization’s internal Strengths product’s strengths include the following: 1. The company’s founder is a successful VC who is well known for being a social entrepreneur has connections and is considered a favoured figure amongst national leaders whose motives are less likely questioned. 2. OLPC as a non-profit organization/project, created to champion the human right of primary education, is admired and trusted by many and is seen as an entity driven to really help and not just out to make profits. . Strongly backed up and supported and even funded by various international organizations and technology companies including: UN, AMD, Google, Red Hat, Brightstar, Marvell, eBay New Corphas strengthens its credibility and ability to innovate. 4. First-mover advantage in introducing a low-priced laptop. 5. The $ 100 laptop has the lowest price in the low-priced category of laptops and is therefore the most affordable. 6. Technical aspects of design that provided the laptop a competitive edge, thanks to the global design contributors brought about the computer’s attractive features: light-weight, built-in Wi-fi connectivity, router/connection device, rugged/tough, low-power LCD screen processor LiPeFo4 batteries (less toxic). 7. On the manufacturing side, OLPC is assured by Quanta to produce a million laptops per month, this quick production is quite amazing considering that the global production of laptops totals only 5 million units per month. While its Weaknesses are as follows: 1. In the technology industry, the first-mover advantage does not last long. OLPC needs to act fast and start producing the laptops before competition starts learning from their mistakes and can eventually overtake them. 2. The laptop has no global brand recognition unlike most of its competitors who are established seasoned players in the industry. 3. The low-pricing strategy might send out wrong signals that the quality of the laptop is inferior and substandard. . Supplier power is very strong given that they do not have a well established supply chain, a single unit needing to source out 800 parts from multiple suppliers. 5. The $200-250 million per nation investment scheme is an exorbitant amount most especially for developing countries. An external analysis of the industry shows the below Opportunities: 1. Estimate of worldwide PC usage is 1 billion (in 2008) which will double by 2015, the bulk of growth expected in the BRIC countries. 2. Broad worldwide consensus that education especially through technology would alleviate hardship in developing countries. and its Threats: 1. Reports of some US schools that laptops are instead becoming distractions and that they have found no evidence in increased improvements of students is an alarming and valid concern that can stop the OLPC project. 2. Prevailing perception that developing nations should first address issues of more basic necessities such as food, shelter, electricity and health; therefore, funds should be focused here instead of being funnelled to education and/or technology. . Aside from having limited funds, governments of developing countries are well known as being highly bureaucratic and have as stated in the case a fickle nature; therefore, negotiations may never finish or may take a long time to conclude. 4. Most jobs require MS Office know-how, this can become a hindrance considering the paradigm shift away from â€Å"Wintel† that Negroponte is put ting forward. III. Options Based on the SWOT identified above, the following strategies or options can be undertaken: S-O Strategies Instead of just focusing on the millions of children of developing countries, OLPC can expand the project’s target market to include children from developed countries. There are after all richer countries that have disfranchised or marginalized sectors that live below the subsistence level, it may not be as significant as those present in the developing world, but they are there and they would benefit as well from OLPC’s project. The laptop’s educational benefits, its cost and energy saving features should be made available for everyone. American And Indian Culture EssayLaptops are distractions 2. address issues of more basic necessities first 3. governments bureaucratic and fickle 4. MS office as a requirement for many jobs| S-T Strategies * Leverage on social responsibility (S1, S2, S5, T3) * partnership tie-ups for a more comprehensive and sustainable plan (S1, S2, S3, T2) * high media exposure (S1, S2, S3, T3)| W-T Strategies * proof of concept – proposed paradigm shift where a more constructionist approach in teaching or child-centric approach is much more effective than a teacher-centric one (W2, W3, T1, T4)| IV. Recommendation OLPC and Nicholas Negroponte’s social venture is two-fold in nature. Hinge in a dream which that they want to make reality: (1) education through laptops made very affordable and accessible to a greater number of people in the bottom of the pyramid and (2) to allow the incoming generations to break free from the â€Å"Wintel† monopoly which he deems dampens and restricts creativity of the learning process. It may have been unintentional but because of their existence, laptop prices have taken a dive as new models have been created and have been made more affordable by a number of technology companies. In the first goal they have somewhat succeeded. But hitting the target $100 price tag is still unreachable unless economies of scale can be employed. In order to achieve this, targeting a wider diverse market is needed. The use of price discrimination can also help in that higher priced units sold in developed countries can subsidize laptop units to be distributed in developing countries. Since OLPC directly and firstly have to deal with governments they must find means and ways to manoeuvre in their bureaucratic and fickle nature. Bringing in wide media exposure can help hasten and stress the urgency of the project plus influence and pressure governments to commit fully. Alternatives must also be proposed in terms of investment plans. Given the limited financial resources of developing countries, investment of one million laptops at a time per country must be made more flexible and should not be set in stone; i. e. allowances for lesser amounts of investment to fit respective government’s budgets. On the other hand, the 2nd goal is still far from ever being reached unless the strategies stated in the options part above are undertaken. A repositioning or refocus of the value proposition from price to and educational tool of choice must obviously be carried out. This differentiation will obviously be attacked by competitors. Therefore, in order to counter this and have a wider acceptance, proof of concept, tie-ups, etc must be embarked upon. V. Plan of action (tactical) Given the 1M at a time investment, a minimum of 5 countries must fully commit in order to surpass the five million units minimum order requirement. Applying the above recommendation of flexibility, say 50% of 1M units or 500,000 laptops can be a much acceptable size of investment, and can be the difference that can make developing countries commit. If the above proposed change in strategy is still not enough to reach the 5 million units investment, expanding the target market or enlarging the scope of the laptop’s benefits can be carried out. Including even children of developed countries will bring about supplying a larger market base that will lead to the much needed economies of scale to start production. Opening up the technology to others aside from the developing countries and pricing the units at a higher price can also help finance fully or even partially those to be released in developing ones. For example, a laptop unit purchased in the U. S can be priced at a range of $300-400; the profit of $100-200 can then be subtracted to one unit sold in a developing country. In order to achieve the full aim of the program, that is to decrease and fight poverty n developing areas, a focus on a much more comprehensive and sustainable programs must be created in tandem with other organizations focused on other aspects of addressing poverty. To gain wider acceptance and credibility of the method of teaching with which the technology embedded in the laptop promotes, a proof of concept as suggested above must be done. Effects of improvements in academic performance must therefore be measured. This at the same time will serve as a shield or protection against attacks of competitors on the stren gth of the pursued advocacy.

Strategic HRM issue in an Industry project Essay Example

Strategic HRM issue in an Industry project Essay The concept of Human Resource Development (HRD) has been increasingly creating attention from individual, organizational and community societal levels. The growth of human resource development has been witnessed over the past decade. Management of sustainable performance results is quite challenging task and should be based on a comprehensive, holistic approach to performance improvement and management. For successful growth of a company, the Human resource manager has to play a bigger role. This is because the role of human resource managers is constantly changing as the management of business systems also changes. The introduction of the new technology has changed the way new businesses are carried and most companies are facing a lot challenges in the current business environment. For good results to be obtained by a company there are some tasks that the human resources managers have to do. For example all the organization functions should be integrated by putting emphasis on meeti ng customer needs and organization objectives. New information and communication technology has made most of the current HR to fail in their work. Most managers are nowadays doing business reengineering and redesign by applying new methods of production. Due to increasing rate of competition in the global business, environment, most human managers have also shifted their operations. The new system has brought new productions methods such as formation of mergers and acquisitions and outsourcing in order to improve production. The pharmaceutical industry is one of the industries that has been affected by the new technology and is doing business re-engineering. This has been seen in the merger of Well Burrough and Glaxo pharmaceutical industry in the year 1996. Mergers and acquisition of late have become the order of the day in contemporary business era. The concept of merger and acquisition provides strategic, operating and financial benefits to both he parent company and acquired or merged company. Most Human Resource managers of different companies have realized huge financial benefits after having successfully employed the concept of mergers and acquisition in their organizations. We will write a custom essay sample on Strategic HRM issue in an Industry project specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Strategic HRM issue in an Industry project specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Strategic HRM issue in an Industry project specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Introduction. Through mergers large companies have formed new products and technologies necessary to maintain their competitive advantages growth and profitability. However badly done mergers and acquisitions will automatically result in poor performance of these organization yield bad results. First it may lead to disruption of business activities, disadvantages pf employees and defection and above all decrease in production plus production of poor quality products for the combined company or the one formed through acquisition. (Taylor, 2000). This paper presents the challenges facing the Glaxo and welcome Burrough joint company that was formed through merger since 1996 and how the Human Resource manager has tried to tackle the issues. The paper starts by reviewing the Hr issues that might have led to poor performance of merger by Glaxo and Welcome Burrough companies and how they have tried to address the issue. Literature review on merger and acquisition. Most of the companies are experiencing successful growth because of the idea of merger and acquisitions the HR managers have put into place.   Mergers and acquisitions have yielded a lot of profits to these companies as a source of new funds in business. The whole process of merger and acquisition is very complex and therefore brings a lot of challenges to the HR who should ensure that the transaction process is properly monitored (Taylor, 2000). The HR therefore must have the responsibility to influence the various activities so that each company comes out a head and satisfied (Sparks, 1998) In merger and acquisition the HR department will play a number of activities to ensure that there is smooth amalgamation of the two companies. Among the roles include redesigning the company’s model and structure, evaluating essential individuals and setting up the distribution of new and redistribution of present assets and funds (Numerof and Abrams, 1998). The HR should also play the role of evaluation of staffing needs and where possible downsizing can be done. Restructuring of incentives to ensure integration of crucial staff, salaries harmonization and streamlining of payments are also among some issues the HR should put into consideration. According to Taylor (2002) the HR should  Ã‚   pay close attention to the issues that affects the employees and bringing the staff departments together. Generally coming up with a successful merger and acquisition is very difficult because it means losing one of the departments or one side might feel sabotaged. The HR is to be the central person in managing the transition and smoothing out any performance hitches that may compromise productivity during this period. He has the responsibility of making certain strategies and policies in any merger and acquisition process. After having looked at the literature review, this paper will critically analyze the HR issues faced during mergers and acquisition. Glaxo and Well Burrough companies have been used as the reference company that was formed in 1996 through merger and to date still facing some problems brought by poor formation of merger and acquisition. Role of HR at various stages of merger and acquisition. Just from the beginning the HR plays a complex role in the process of merger and acquisition. He should understand that he is dealing with different assets and different people from different cultural background. He therefore needs to recognize whether the cultural values of the two parties are compatible whether one culture will be dominant and the other less dominant. These issues should be addressed. This is one area where the HR for Glaxo and Welcome Burrough went wrong. Staffing. Most of the businesses formed by merger and acquisition always lose their key people after acquisition. It means that retention of key employees is crucial to achieving performance goals through the transition. The HR should therefore ensure that key employees and competent ones are retained in the company. Carrying assessment in the type of employees to be retained should be done whereby those who have worked for long are supposed to be retained.   Solidification of the new staff is very necessary to strengthen the organization. Since mergers and acquisition involves two parties, proper balancing when choosing the new staff members needs to be considered. The various interests of the new staff members picked should be articulated with those retained by the HR to ensure smooth transition (Creswell, 2001). Picking on new members of the organization may require a team leader representing the tow parties. The leader should help the HR in making positive judgment on who is to stay and who is to leave (Spark, 1998). The moment a new team is picked, the HR should ensure that a specific task is assigned to a particular individual on his area of specialization. On dong this he will be able to make good decision on how to come up and coordinate new culture, structure, HR policies and practices that should be incorporated in the newly formed organization. This means that staffing is a key issue that should not be ignored by the HR. Job redesign. The HR should redesign the organization strategies for smooth take over to be achieved. The type of merger should also be addressed effectively for example whether the company is to be formed through acquisition or merger. He should perform some readjustments and reengineering to the new system to ensure solidification of the new staff is achieved. The two companies discussed formally failed because of the inability of the HR to carry an effective job redesign. The new team picked starting with senior officials should be selected with an objective of cutting down the cost of operation to ensure huge financial benefits are achieved. Training programs. Training is one of the best business practices that the current Human Resources managers and supervisors need to know. Effective training should be given to the new staff members to ensure the new knowledge and skills are passed into them. The HR needs to recognize that his is in a new environment and dealing with new employees. Each worker should be trained thoroughly in his/her area of specialization to ensure smooth transition. Training should also be provided in areas dealing with discrimination and harassment. Discrimination is a common vice that do exist in any organization. Chances of bullying and harassment may exist in the organization since the company will consist of new employees. Training should be reevaluated whenever new equipment, tools are introduced into the work place and any time a new employee is recruited. Dealing with cultural issues. In any organization, employees tend to come from different cultural backgrounds. In merger and acquisition the HR is faced with a difficult task of handling the cultural issues of the two parties (Brett, Behfar and Kern, 2006). The HR should check whether the two cultural values are compatible or not. For example one culture may be dominant over the other. Cultural identification will help him in coming up with procedures on how people falling under different cultures will operate when merged together. The way employees react to the change introduced will normally determines whether the combined company will be productive or not. Human Resource manager is believed to be an officer who has powers to address the cultural differences among the employees. If the cultural differences are not addressed, the whole process of take over may fail whereby the company may end up not getting the huge financial benefits it wants to achieve. Intermixing of staff members never succeeded properly in the merger between Glaxo and Welcome Burroughs in 1996. There was a problem between employees and the administration over the salary increment. The pharmaceutical company is situated in India.   The difference that occurred over the salaries between the two companies employees was such that even after a one-month compensation offer was made, it was refused and both subsidiaries have continued to operate as independent subsidiaries. A pointing an integration team headed by integration manager could have solved this problem. The manager is charged with the responsibility of carrying out negotiation between the two parties. The integration manager appointed should act as project manager, advisors, negotiator, facilitator and relationship builder. This duty was ignored by the HR heading the new company that was formed through the merger of Glaxo and WelcomeBurrough. Power and conflict is another problem that is experienced during mergers and acquisition process. The HR is supposed to be vigilant when handling power and conflict issues. He needs to bring conflict out to the surface and deal with power issues very closely. He should figure out the role of each organization to prevent unnecessary conflicts between the two parties involved. The two organizations should not be left to work in guesswork on who is to control the other. Communication should be made open whereby all the necessary information pertaining the merger should be passed to the members. Reward and motivation. Employees in any organization will tend to work effectively when rewarded appropriately motivating employees has always been a high level concern for human resource managers. As such, recognition and rewards often take on mythical status in value for managers to increase productivity and increase retention. Any good work done should be rewarded to ensure that employees’ self-esteem are maintained and increased.   Positive reinforcement and rewards always keep the company to move towards the required direction. Employees should not be fooled by feeding them with nice words without any action being taken. He should keep to his promise. Rewards and motivation can be brought by building team work (Viasic and Stertz, 2000). Compliance to legislation. The process of merger and acquisition is very complicated. The HR should therefore take the responsibility of influencing the various activities so that each company comes out a head and satisfied. The legal framework governing the process of merger and acquisition should be observed. These may include intellectual property issues and financial issues. Retention issues, recruitment, management, payment scheme, medical cover and rewards should be discussed before take over is done. The legal issues raised during M A may affect strategy development structure and responsibilities of different members. Other legal issues include compliance of the transaction with local, state and federal laws. It may also include conducting a  Ã‚   proper consultation to unearth any potential lawsuits or potential claims. Different stakeholders should be consulted to ensure that proper understanding is achieved between the two parties. Evaluation The HR should perform evaluation on the operations of the new company formed through mergers and acquisitions. Evaluation will help him make some adjustments on improving products and services offered by the company. After selecting the key people to be retained and new employees to join the company, evaluation of the core operations of the company should then be done. The corporate culture, employee demographics, current remuneration and unsettled labor and employees issues should be evaluated. An understanding of these issues will ensure that the HR stays a head of the curve during the merger (O’Reilly and Pfeffer, 2000). The joint company never carried out evaluation of the various elements in the new company. Employee salaries were not assessed when the negotiation was made. The structure of the company and those in charge should also be evaluated. He should find out what the employees feel about the new merger to be formed, as this will determine whether the whole process of merger will be successful. It can be said that evaluation was not carried on merger between Glaxo and Welcome Burroughs in the year 2001.The differences that arose could have been solved if the HR would have done proper evaluation. Summary. Many changes have been identified as a result of merger and acquisition. It is the responsibility of the HR of the company to ensure that these challenges are properly addressed. This will ensure smooth integration process. The HR should be responsible for the cultural integration, leadership and communication of merging firms. power, cultural differences and communications are some of the key issues that the HR should address to ensure smooth takeover.   Any change introduced within the organization should be communicated in time to the relevant people. Thorough assessment on the two companies to be merged should be done to confirm whether they are compatible or not. A company can be better placed in the production line if the HR lays effective strategy before the merger and acquisition process effected. Another reason for poor performance of companies formed through merger and acquisition is due to failure to develop specialized skills and resources. Those who are involved in the deal at times are not aware of the productivity tools required of them in the merger process. These people should have relevant skills and knowledge before they venture in to the deal. Skills most of these dealers lack is about profit making, effective communication and the strengths of the organization plus its limitations. Various professional should be contacted, funding sources and sources of business information. All these should be stored in his database. These skills will help one when entering into a deal on merger and acquisition. I can also say that those companies involved in merger and acquisition do fail to achieve for financial benefits because they do not use professional counsel to add value to their organization and decisions they are making. They do not realize that merger and acquisition is a complex and complicated process, which is detailed, and time consuming if both parties are not careful. It might take years and years before the smooth take over is finally realized. This implies that a lot of risks are associated with the acquisition process therefore one need to seek help on how to go about the process. The only source of help is by seeking for advice from professionals who have been dealing with process and have brought successful results. Companies that fail do not consult widely on how to approach the merger and acquisition profess. Conclusion The pharmaceutical industry is one of the industries that has been affected by the new technology and is doing business re-engineering. This has been seen in the merger of well Borough and Glaxo pharmaceutical industry in the year 1996. What can be said is that companies formed through merger and acquisition under a competent HR have been placed in a better position as far as healthy competition in the business environment is concerned. The whole process may be effective if proper planning is done. The HR should take the responsibility of bringing the two parties together to ensure smooth take over. However many companies formed through merger and acquisitions have failed to realize financial benefits because the HR issues discussed above are not addressed. Compliance to legislation, cultural issues, staffing, businesses redesign and evaluation should be properly addressed to ensure smooth take over.   If all these are checked, the HR will therefore realize the huge financial benef its it wants to achieve.