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che123(金币+30, 翻译EPI+1):非常感谢 2010-11-11 13:28:05
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More and more enterprises to expand business scale M & As, the establishment of sustainable competitive advantage is an important tool, many large enterprises through mergers and acquisitions and over again to achieve the purpose of expansion and profitability. As to a certain stage of business development for rapid expansion of the effective way to overcome the accumulated through its own limitations to achieve progressive development, for enterprises to achieve leapfrog development possible. M & A in human resources is a very important factor. In the acquisition process, the acquired business of human resources is in itself the strategic goal of M & A, so M & A business in the enterprise to bring about any change in the need to consider the impact of its people. Failure of many mergers and acquisitions, are derived from human resources factors. M & A resulting from communication difficulties, brain drain, cultural conflict, will result in the loss of intellectual capital, employee psychological turmoil of post-merger conduct normal business activities, even to the enterprise to form a new competitive threat, leading to mergers and acquisitions failed. The large number of domestic and foreign mergers and acquisitions has been proven by practice. Paper based on our M & A integration of human resources issues, learn from the experience of the excellent integration of human resources to put forward some feasible countermeasures. How to integrate the core idea is a good business in the most important resource - people, identify key staff, to keep people, employment, incentives, corporate culture integration. This article is divided into five parts, the first is to specify the topics of the background, basis and significance of the main concepts are defined, the relevant literature review. The second part of the merger integration of human resources issues and Analysis. The third section discusses the problem of countermeasures. The fourth part is the case analysis, M & A cases to HTC shares the characteristics of the human resource integration, models, countermeasures. The fifth part is the conclusion. This article attempts to work according to my experience in merger integration theory and the theory of human capital in M & A to find the theoretical origin of human resource integration. Mergers and acquisitions and human resources issues arising in the analysis of a concrete foundation for enterprises looking for a specific and feasible strategy for human resource integration. For domestic enterprises in this particular acquisition system transition external environment, integration of human resources that the external obstacles, and make some practical suggestions. |
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