Human Resource Integration Of Merger Oriented By Enterprise Competency

Enterprise merger is an important way to allocate resources, through which enterprise can obtain scale economy, scope economy, market power and reduce the cost of transaction and agent, thus realize profit maximization. Meanwhile, integration is a major part of enterprise merger. Since human resource is the most important enterprise resource, the integration of human resource is vital during the enterprise merger.This article attempts to analyze human resource integration of enterprise merger by the theory of enterprise competency, holding that the purpose of merger is to obtain and enhance the enterprise competency, then put enterprise itself in an invincible position of market by achieving new resources to improve its present business and reacting properly to the changes of competitive environment, or taking advantage of existing surplus resources to explore new business. Only protect, transfer and diffuse enterprise competency well during the process of integration, can the enterprise reinforce its core competency by merger. However, human beings, and their relationships, fidelity, engagement, etc. are the carriers of enterprise competency. According to the strategy of enterprise merger, managers should pay more attention to such issues as employees' reservation, motivation, reduction and so on in the process of human resource integration, in order to reserve the excellent employees, preserve their high spirits and intense fidelity, and make sure that the employees of both sides after merger can cooperate and coordinate well without conflicts. Therefore, the competency between enterprises can be transferred and diffused, which realize the enhancement of enterprise competency.To make it specific, this article also analyzes the problems caused by enterprise merger, such as employee psychological disturbance, employee draining, employee conflicts and their corresponding reasons. Then some measures are put forward, such as relaxing pressure, establishing trust, reducing the staff rationally, carrying out system evaluation to the employees, selecting key leaders, rebuilding rules, etc.