企業(yè)并購(gòu)中的人力資源整合

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【摘要】在經(jīng)濟(jì)全球化及區(qū)域一體化的今天，企業(yè)并購(gòu)成為許多企業(yè)在競(jìng)爭(zhēng)中謀求發(fā)展的
有力手段。而企業(yè)并購(gòu)的成功率并不高，這使得企業(yè)不能達(dá)到預(yù)先的期望，反而走向了相反的方向。我國(guó)的企業(yè)并購(gòu)中，出現(xiàn)了很多誤區(qū)。其中尤為主要的是企業(yè)文化的兼容性差，針對(duì)這點(diǎn)結(jié)合并購(gòu)的原則給出了幾點(diǎn)建議。

【關(guān)鍵詞】誤區(qū) 原則 企業(yè)文化沖突 整合方法

【Abstract】In economical globalization and region integration today, the enterprise merger and acquisition becomes many enterprises to seek the development in the competition the powerful method. But the enterprise merger and acquisition success ratio is not high, this enables the enterprise to achieve in advance expectation, instead moved towards the opposite direction. In our country's enterprise merger and acquisition, appeared very many erroneous zones. In which especially main is the enterprise culture compatibility is bad, has given several suggestions in view of this union merger and acquisition principle.
【Key Words】Erroneous zone Principle Enterprise culture conflict Conformity method