Mergers And Acquisitions Integration Of Human Resource Management

More and more enterprises take M&A as an important tool to expand businessscale and establish sustainable competitive advantages. Many large enterprises usemergers and acquisitions to achieve the purpose of expansion and increasingprofitability. As an effective way for enterprise to expand rapidly in certain stages ofbusiness development, M&A overcomes the shortcoming of progressive development,and increases the possibility of radical development for enterprise. In the process ofM&A, human resources management is a very important factor. A large numbers ofdomestic and foreign mergers and acquisitions cases show that in the acquisitionprocess, the failure of M&A is derived from the human resources because of the M&Adidn’t consider the impact of change to its people. If M&A didn’t solve the integrationof management, it will be a lot of problem in the M&A process, such as communicationdifficulties, brain drain and cultural conflict, which will result in the loss of intellectualcapital, employee psychological turmoil and disturbing normal business activities, evenforming a new competitive threat to enterprise, and finally leading to mergers andacquisitions failed.According to the problems in human resources integration, this paper put forwardsome feasible countermeasures based on the advanced experience of some humanresources integration cases. The core ideology in M&A is how to integrate the mostimportant resource-people, identify key staff, and keep people, use people, andincentive people, finally realize corporate culture integration. This article is divided intosix parts, and the first part specified the topics of the background. The second partdefined the basis and significance of some main concepts, described some relevantliterature review. The third part analyzed some problem of human resource integrationin the merger and put forward some countermeasures. The fourth part is case analysis,which introduced the process and model of case. The fifth part put forward someresolution of human integration in HTC shares M&A. The last part is conclusion.In this paper, based on the author’s own work experience as a reference, trying tofind the theoretical origin of human resource integration merger integration theory and human capital theory. To Specific analysis through human resource issues in mergersand acquisitions and to find a specific and feasible management team integrationstrategy and put forward some suggestions for the Chinese enterprises which are in thespecial M&A environment.