论企业并购后的整合策略

doi:10.11885/j.issn.1674-5094.2020.08.03.03

摘要/Abstract

摘要： 合并和收购是企业提升竞争力的重要手段。在商业实践中，企业并购的成功率并不高。企业并购后整合是一个动态变化的过程，目的在于实现资源配置的最优化。企业并购后整合面临着如何选择整合水平、如何确定整合速度、如何弥合文化差异、如何解决人力资源、如何进行有效交流五大关键问题。整合水平选择必须考虑合并双方的任务特征、组织文化特征以及政治特征，整合速度需由参与并购双方企业的内部和外部异质性决定，文化差异弥合可以采用“ 3I策略”和“ IASD模式”，人力资源问题应根据具体问题采取特定措施解决，有效的交流则要求在整合启动的时候制定详细的沟通计划。

关键词: 企业合并, 企业收购, 企业整合, 人力资源, 文化差异

Abstract: Mergers and acquisitions are important means for enterprises to enhance their competitiveness. In commercial practice， the success rate of mergers and acquisitions is not high. Post-merger integration of enterprises， a dynamic process aiming at optimizing the allocation of resources， faces five key issues: integration level and integration speed， cultural differences， human resources problems， and effective communication. The choice of integration level must consider the task characteristics， organizational culture characteristics and political characteristics of both sides of the merger. The speed of integration is determined by the internal and external heterogeneity of the enterprises involved in the merger and acquisition. The“ 3I Strategy” and“ IASD Model” can be adopted to bridge the cultural differences. Human resources problems should be solved by specific measures according to specific problems. Effective communication requires a detailed communication plan when the integration starts.

Key words: merger of enterprises, acquisition of enterprises, integration of enterprises, human resources, cultural difference

中图分类号:

F271

郭水文. 论企业并购后的整合策略[J]. 西南石油大学学报(社会科学版), 2020, 22(6): 21-27.

GUO Shuiwen. The Analytical Framework of Post-Merger Integration[J]. 西南石油大学学报(社会科学版), 2020, 22(6): 21-27.

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