The Study Of HRI In M&A Enterprise

Merger and acquisition (M&A) is a high-risk and high-return business. As an important way for capital expansion rapidly, it has been more adopted by modem enterprises during the course of their development. Compared to rising account and cases of M&A, the success rate is not high. Many reasons lead to the failure of M&A, but Human Resources Integration (HRI) is the most important factor. So, the success of HRI is the key factor of Enterprises' M&A Performance.In fact, HRI in M&A Enterprise means: reconstruction and improvement of human resource group, reducing the various impacts caused by the uncertainty of M&A, and improving the new organization's competitiveness.HRI in M&A Enterprise is confronted with many problems, including:a) Plan stage: neglect of investigation, psychological crisis of employees.b) Implementation stage: exit of managers, employees' posit.c) Consolidation stage: organizational culture conflict.This paper analyzes HRI based on the Psychological Contract theory. This paper analyses that the impact on employees' psychological contracts caused by M&A result in the change of employees' behavior. In order to resolve the issue and promote the success rate of M&A, this paper proposes a HRI system theoretically. This HRI system can be applied by reconstruction of psychological contract. This paper suggests that psychological contract can be reconstructed by psychology integration, concept integration and institutional integration, which are aimed at making the employee's behavior to meet the need of enterprise. Furthermore, this paper gives some methods to realize both integrations. For example, psychological integration is composed of strengthening communication, encouraging the employees to participate in M&A, orientating the role of employees. Concept integration includes reconstruction of organizational culture and common vision. Institutional integration can be applied by recruit, training and salary system integration.Then, according to the three stages of M&A, this paper illuminates the implementation of HRI, which is based on this HRI system.The implementation include three stages:a) Plan stage: assigning the HRI manager, investigating and evaluating of the human resource system in the target enterprises, establishing a HRI team and making HRI plan.b) Implementation stage: evaluating the employees of target enterprise, keeping the core people, positing the redundant people.c) Consolidation stage: organizational culture integration and establishing the Common vision.The research is mainly based on the previous study. As the perspective of psychological contract, this paper tries to complement the research of HRI. There is still some limit in empirical research, which needs further study in the future.