【作者】 刘小平；

【导师】 刘怫翔； 赵文祥；

【作者基本信息】 沈阳大学 ， 管理科学与工程， 2007， 硕士

【摘要】 在激烈的市场竞争中众多企业纷纷选择并购作为扩展企业未来发展之路,但是与振奋人心的高并购金额和数量巨大的并购案例相比,企业并购的成功率并不高。企业并购失败的原因很多,人力资源整合工作做的不好是其中一个重要原因,基于此背景,研究企业并购中的人力资源问题,就显得尤为必要。本论文对企业并购中的人力资源整合问题进行了系统性的理论分析,将人力资源整合研究的切入点放在并购对员工心理冲击和行为的影响上。运用文献分析、典型案例调查、因子分析等研究方法分析了国内外人力资源整合的现状,归纳出目前人力资源整合的研究内容、存在的不足,研究分析角度主要是从被并购方的人力资源存量的优化调整出发,来进行并购中人力资源整合问题研究的。针对企业并购导致的员工心理契约失衡、员工流失、员工裁减等现象及其原因进行了分析并提出了建议。(1)鉴于心理契约破坏将导致企业并购战略的失败的后果,企业必须采取重建心理契约等措施以便缓解并购对员工造成的心理压力,消除员工的不信任感,建立良好的沟通渠道,充分调动员工的工作积极性、主动性和创造性。(2)企业并购过程中用因子分析方法对企业的人力资源进行评价,克服了主观确定评价指标的缺陷,保证评价结果的客观合理。(3)企业应建立关键员工的识别与挽留机制,通过为员工做好职业生涯规划,进行物质激励,必要的时候利用法律手段,全力留住优秀骨干人才,(4)企业在裁员过程中要做到尽可能的公开和透明、应采取柔性化与人性化的裁减模式,建立清晰的标准来衡量谁去谁留的问题,要为被裁减的人员重新就业提供各种帮助。更多还原

【Abstract】 At the ages of knowledge-based economy, human resources become the first main factor of enterprises development. The competition of the human resources becomes the core of the modern enterprises competition. How to obtain the competitive advantage of talented person is the important task in front of the enterprises. Numerous enterprises choose M & A as the road of expanding the future development of enterprises in the fierce competition of the market. However, though the M & A of the enterprises is so fierce, comparing to the exciting high M & A amount of money and the huge number of M & A cases, the success rate of the enterprises is not so high. There are many failure reasons of the enterprise M & A, the bad human resource integration work is an important reason. So the enterprise M & A should value the human resource integration.The paper uses the analysis of cultural heritage, the investigation of typical cases, the factorization and so on, this research method analyzes of present condition of domestic and international human resource integration .It induces the research contents of the human resource integration, the current shortages and gives some suggestion .The range of the research is a little dispersion, staying around itself of M & A. Mostly such as The nature, type, cause, effect, the significance of countermeasures case, the research of the enterprises M & A such as the function, meaning, counterpane , the case and etc. The research contents is also more about the traditional meaning of resources install and haven’t quantitative evaluation to the human resource of enterprises in the process of human resource integration.The paper analyzes the results and phenomenon of the employee psychological contract imbalance, the employee turnover, the employee reduction, which are caused by M & A. Finally, a proposal is put forward. In view of the fail aftermath of the Enterprises M & A caused by psychological contract, the business enterprise must adopt the measure of rebuilding the psychological contract, which can alleviate the employee’s psychological stress caused by M & A, remove the employee’s incredibility, build up the good communication channels, and promote the employee’s activity, initiative and creativity. In order to retaining the excellent更多还原