外向并购中的人力资源管理风险与策略——以联想并购NECPC为例

发布时间：2018-04-22 11:27

本文选题：外向并购 + 人力资源　；参考：《现代管理科学》2017年11期

【摘要】：实现跨国并购的成功关键在于有效整合双方企业的资源。由于跨文化因素的影响,跨国并购过程中人力资源的整合更具挑战性。在理论层面上,跨国并购中的人力资源管理风险主要能分为并购前目标文化风险、核心人员离职风险,和并购后文化整合风险与员工离职的风险。文章在阐述外向并购相关概念的基础上,综述外向并购人力资源整合的相关文献,通过结合联想集团并购日本电气公司个人电脑业务部(NECPC)的案例,为理论研究中提出的人力资源整合风险提供佐证,同时借鉴其采取的文化整合与人力资源整合策略,以及评价其最终效果,为未来希望通过跨国并购实现公司战略的企业提供一个可行的人力资源整合路径。
[Abstract]:The key to the success of cross-border M & A lies in the effective integration of the resources of both companies. Due to the influence of cross-cultural factors, the integration of human resources in cross-border M & A process is more challenging. Theoretically, the risk of human resource management in cross-border M & A can be divided into pre-target cultural risk, core staff turnover risk, post-M A cultural integration risk and employee turnover risk. On the basis of expounding the related concepts of outward M & A, this paper summarizes the relevant literature on the integration of human resources in outward M & A, and combines the case of Lenovo Group with the acquisition of the personal computer Business Department of Nippon Electric Company (NECPC). It provides evidence for the risk of human resources integration proposed in the theoretical study, at the same time, draws lessons from its cultural integration and human resources integration strategy, and evaluates its final effect. It provides a feasible path of human resource integration for the enterprises which wish to realize the company strategy through cross-border mergers and acquisitions in the future.
【作者单位】：北京语言大学商学院;美国布兰迪斯大学国际商学院;
【基金】：北京语言大学院级科研项目(中央高校基本科研业务专项资金资助)(项目号:17YJ04007)
【分类号】：F271;F272.92;F426.671

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