摘要
许多企业在并购对象选择过程中忽视双方隐性知识的匹配程度与兼容性,并购整合过程中没有及时建立健全隐性知识有效转移和共享的机制及其支撑体系,导致人力资本协同受阻,关系资本、品牌资本和组织资本的大量流失和减损。为了实现并购的协同效应,企业应当建立以共享目标、共享空间、共享标准及共享服务为平台的隐性知识转移机制、学习机制、缓冲机制和沟通机制,并且建立有效的技术支持、组织体系、制度保证以及卓越的企业文化氛围。
Many enterprises ignored the fitness and compatibility of the two sides in choosing the object to merge with, and failed to establish an effective tacit knowledge transfer and share mechanism with its supportive system timely. It led to hindering the human resources synergy and the mass loss of customer capital,brand capital and organizational capital. In order to achieve the post - merger synergy, enterprises should establish a tacit knowledge-sharing mechanism which is composed of transferring mechanism, learning mechanism, conflict-cushioning mechanism and communicating mechanism on the basis of sharing goals, sharing space, sharing standard, and sharing services. And they should establish the supportive system with effective technology support, organizational system, systematic assurance and prominent corporate culture.
出处
《山东大学学报（哲学社会科学版）》
CSSCI
北大核心
2007年第1期92-98,共7页
Journal of Shandong University(Philosophy and Social Sciences)
关键词
并购整合
隐性知识
知识共享
知识管理
PMI
Tacit Knowledge
Knowledge- sharing
Knowledge Management
