摘要
企业并购后人力资源整合面临并购综合症、组织结构调整、企业文化差异等多重挑战,应当准确把握并购后员工心理变化规律,创建工作团队,并通过授权、指导、让员工参与等行动方案,使每一位员工都富于创新精神,一方面使企业获得成本优势,另一方面帮助员工实现个人理想。
Postmerger integration of human resources is often needed to face many challenges such as merger syndrome, organizational restructure, and cultural differences between the companies involved. Therefore, leaders of the resultant organization should understand their emplogees' change of psychology, build up new work teams, an encourage each and every employee to take initiative by mean of empowerment, coaching and total involvement programs.
出处
《山东大学学报（哲学社会科学版）》
北大核心
2003年第2期152-156,共5页
Journal of Shandong University(Philosophy and Social Sciences)
