Research On Human Resource Integration Of Enterprise M&A

In the era of rapid economic and enterprise's development, mergers and acquisitions has emerged as an important way to the development of enterprises and scale expansion. Mergers and acquisitions can achieve optimal allocation of resources and synergy effect. In the past hundred years, there were five large M&A waves, and China has gradually reached its climax. With the increasing number of M&A, it has experienced huge impact along with complicated problems. Successful M&A not only relies on finance, strategy, processes, systems, etc., but also relies on human resources. Human resources is the core competitiveness of enterprises and the source of innovation, enabling enterprises to maintain the momentum of sustainable development and stable organizational structure, to create greater economic benefits. In fact, companies do not give the due attention to the integration of human resources. With the fever of China's M&A rise and fall, China should pay more attention to human resource integration, good HR integration planning, employees' psychological changes, and corporate culture integration.In term of research ideas, this paper defines M&A and HR integration theoretically. A large number of domestic and foreign literature research over the past ten years are researched, in which their researches are to address the problems faced by human resources, presents the need for human resource integration. According to a large number of documents and information, this paper conducts the studies related to HR integration theory M&A. In this context, based on the combination of international and domestic M&A situation, this paper systematically and comprehensively analyses HR integration issues in M&A process, and attaches more attention on Chinese enterprises.This paper applies case analysis, through the review of classic Chinese enterprise's overseas M&A to identify the key factors which affect the integration, and summarizes a set of systematic HR integration strategies. These measures are based on the common problem present in the cases, thereby enhancing the operability of HR integration. This paper illustrates the significance of HR integration in successful M&A in hoping that it can have practical meaning for HR integration in M&A, especially for Chinese enterprise overseas M&A.