The Study On Intangible Resource Integration Of Corporations Mergers And Acquisition

At the circumstances of economic globalization and business competition, enterprises which want to be invincible even to stronger often take mergers and acquisitions(M&A). With the development of our economy and globalization, there must be a server competition and redistribution concerning the business profit. The tendency of M&A in china must be more surgent, in a result, it would make a great influence on Chinese companies, governors even the whole business market.How to realized the value of M&A is a important issue both on theory and practice. The researches on the failure of M&A shows that the neglect of integration or failure on the integration is a vital reason. Hence, it’s necessary to make a deep research about integration not only for the theoretical improvement but also the practice.This paper use the advanced theory and practice of M&A both in domestic and abroad to analyse the issue involving intangible resources integration. On the basis of making definition of intangible resources, explore the underlying cause of intangible resources conflicts, moreover, conceive some strategies of intangible resources integration.This paper would be divided to 7 parts to illustrate gradually:Part one will be Introduction. Make clear of the research background and purpose of this thesis. Present the thinking approach and expected contribution.Part two will be Literature Review. Sum up the data, information and main conception of post-mergers integration, then analyse the essential staff to reflect the background, current situation, development trend of post-mergers integration.Part three will be Post-mergers Integration. Define the relative concept, for example, M&A,intangible resources, integration,etc.Part four will be Human Resources Integration after M&A. Define the human resource and the influence on it after M&A. On that basis, take a real case to illustrate the human resources integration.Part five will be Cultural Resources Integration after M&A. Define the cultural resources and cultural conflicts after M&A. On that basis, take a real case to demonstrate cultural resources integration.Part six will be Organizational Resources Integration after M&A. Define the organizational resources and organizational conflicts after M&A. On that basis, take a real case to illustrate organizational resources integration.Part seven will be The Summary. It’s mainly concerning my feelings during writing this paper. Of course, this paper has a lot of shortages which needs to improve in the future research.The main contribution of this paper is that its systematic research on intangible resource integration of M&A. It is based on the scientific classification of intangible resource, and conclude some integration strategies via relative case study. To be specific, when the human resource integration being involved, it is wise enough to evaluate staffs’ ability objectively and adopt some flexible fired ways. After that, it is important for the company to reconstruct a new human resource management mode to hold the core workers. In addition, all these steps should take the merge ways in consideration. When it speak to cultural resource integration, the managers should take inside and outside to unify. Forge a consolidate image to strengthen people’s sense of belonging and rebuilt the institution to normalize staffs behaviour. Meanwhile they should cultivate an equal sense and a corporate target to guide people’s values. While organizational resource integration depends on the merger’s type, target and scale.However, the main shortage is lack of quantifying and data supports.