論企業(yè)并購(gòu)過(guò)程中的人力資源整合問(wèn)題

本文共6頁(yè) 3529 字

【摘要】 在全球企業(yè)兼并與收購(gòu)的爆炸性時(shí)代,人力資源的整合顯的尤為重要。本文從永樂(lè)和大中電器并購(gòu)失敗的例子入手,首先分析了人力資源整合實(shí)踐中存在的問(wèn)題,隨即針對(duì)上述問(wèn)題,分別從制定整合計(jì)劃，裁員計(jì)劃、信息溝通、文化整合四個(gè)方面，提出解決的對(duì)策。

【關(guān)鍵詞】人力資源整合 企業(yè)文化 信息溝通

【Abstract】Global mergers and acquisitions
in the volatile era, The significant human resources integration is particularly important. LO asked from the merger failure in the electrical and medium-sized start. First analysis of the problems that exist in the practice of human resources, then to address the problem, from the formulation of integration plans : layoffs, information communication. Cultural Integration in four aspects. solutions are put forward.
【key words】Human resources conformity Enterprise culture Information communication

[1] 【美】帕蒂•漢森《并購(gòu)指南：人員整合》(張弢) 中信出版社2004年
[2] 趙光忠《核心競(jìng)爭(zhēng)力與資源整合策劃》中國(guó)經(jīng)濟(jì)出版社2003年
[3] 【日】小島郁夫《企業(yè)兼并》(陳旻)2001年