M & A Integration Of Human Resources

As a new wave of merger and acquisition brakes up in the world, it increases year by years in our country. Through many analyses on M&A performance, we find that there were few success and many failures in M&A. The reason is, enterprise didn't carry on effective integration after M&A, especially human resource integration, therefore it is outstanding to study human resource integration of the M&A. The thesis is mainly applied to thoroughly study the problem of human resource integration in M&A. In the process of studying, tactics of combination of theory research and practice direction are mainly used. The article also analyzes the six problems caused by enterprise merger, such as disturbance of psychological contracts, employee draining, organizational conflicts, culture conflicts, employee draining and their corresponding reasons. Managers should pay more attention to such issues as employees' reservation, motivation, reduction 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 side after merger can cooperate and coordinate well without conflicts.To make it specific, this article also analyzes the problems caused by enterprise merger, such as disturbance of psychological contracts, culture conflicts and their corresponding reasons. Then some measures are put forward, such as rebuilding psychological contracts, culture integration, carrying out system evaluation to the employees, selecting key leaders, reducing the staff rationally, etc in order to Solving the problem of human resource integration in M&A . Finally setting up a evaluation system of human resource integration, using the fuzzy comprehensive evaluation appraise the result. Meanwhile the writer summarizes the practices of M&A. The thesis would be becoming a theory frame and an operation model to the practices of human resource integration in M&A.