【作者】 刘红；

【导师】 赵建新；

【作者基本信息】 苏州大学 ， 企业管理， 2007， 硕士

【摘要】 保留关键人才是收购交易面临的一个来自人力资源层面的严峻考验。在中国经济蓬勃发展的大背景下,富有经验和才干的员工通常会在企业被收购后离职。本文要回答的核心问题是:为什么在企业被收购后,关键员工的离职率高出一般水平?作者在对典型收购案进行实证研究之后发现:考察对象苏州飞利浦消费电子有限公司作为百年企业飞利浦的一个下属业务单位,在被台湾冠捷集团收购后,离职率比从前有大幅度的提升,并且实际发生的情况与通常状况(离职行为多发生于25~35岁人群以及任期在1~3年之内的员工)不同,离职行为多发生在年龄在35~45岁之间、任期在5年甚至10年以上、处于职业生涯发展中期的关键员工。针对这一事实,作者层层剖析了离职率升高的原因尤其是关键员工离职率高出一般水平的原因,并从宏观经济背景、市场供求关系、企业前景、企业管理文化的影响等几个不同的角度进行阐述。研究分析的结果表明:强势企业被弱势企业收购后,除了宏观经济背景以及市场供求关系的影响,行业发展前景和企业形象在很大程度上影响了员工对企业和自身发展的预期;薪酬政策、职业发展机会等管理文化层面的因素更对关键员工产生了前所未有的冲击;收购方的管理模式及管理体制最终导致了关键员工产生强烈的不公平感,产生了离开企业的想法,最终离职。更多还原

【Abstract】 Retention of key talent is a challenge in an M&A deal and is increasingly being recognized as an essential component of a merger’s ultimate success. Under the circumstance of vigorous economy development in China, managers and experts with plenty of experience and talent will gain more career opportunities, so retention of key talent here becomes more difficult. This study focus on the fact that turnover rate of key employees is much higher than the average.According to the research and study on the selected deal, once as a sub-corporation of Philips, after Philips Consumer Electronics of Suzhou Ltd. was acquired by Taiwan TPV Technology Group, a much higher turnover rate has rose. And much different from general conditions, most of the turnovers happen to those who are between 35 and 45 years old and whose tenure range is of 5~10 years or even longer. Focus on this fact, the reasons why the turnover rate of key employees is much higher than the average are tried to explain in many aspects such as the overall economy context, market requirements and enterprise management.Conclusions are as the following: besides impact from overall economy context and market requirements, the company’s future and image influence employees’expectation to a deeply extent. And the perception of fairness ultimately induces the intent and behavior of key employees’turnover.更多还原