【畢業(yè)論文】企業(yè)并購中的人力資源整合_第1頁
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1、 碩 士 學(xué) 位 論 文論文題目 論文題目 企業(yè)并購中的人力資源整合策略研究 企業(yè)并購中的人力資源整合策略研究 ——以浙江漢帛服飾有限公司為例 以浙江漢帛服飾有限公司為例IIAbstract Nationalization of international market and internationalization of domestic market bring

2、 Chinese enterprises a more heat competition. Incorporation also becomes more and more active along with China's fully involvement in WTO. If incorporation is successfully implemented, it will to a large degree profi

3、t Chinese enterprises. On this basis, it becomes especially important and essential to truly fulfill the theory of “human resource is the first resource“ and to study the conformity policy of human resource in incorporat

4、ion. From the case of Hempel International Group's incorporating of Guoda Department Store and introducing of Lanecrawford's management, the thesis starts from making systematic theoretic analysis of human resour

5、ce conformity in the incorporation, proceeds with analytical method through interview to study the problems arising in the conformity and find out the problems related to individuals, teams and groups. Then according to

6、the different periods in human resource conformity, the text puts forward the strategies: in investigation and preparation period, make an overall investigation on human resource conformity, timely reconstruct the vision

7、 of group and adjust the systems, set up the conformity leading team in the transition period, as well as thoroughly evaluate the talents of incorporated enterprise and optimize the values; in fast conformity period, ass

8、ign and deploy high ranking managers, retain valuable persons to protect the investment of incorporation, maintain a soft flow the staff to increase the adaptability of enterprise, and find out some practical communicati

9、on policies; in the final full involvement period, draw up the new corporate culture and carry out relevant trainings. However, the longitudinal study of Hempel International Group's incorporation of Guoda lacks th

10、e transverse comparison with other incorporating enterprises and the application under other incorporation background. Therefore the text uses quantitative research and questionnaire to empirically study the human resour

11、ce conformity policy and periods under different patterns, as well as their impact on performance. I hope the text will provide a forceful theoretical tool for human resource conformity in Chinese enterprise incorporatio

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