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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/33069

    Title: 企業併購後人員留任議題之探討-以元大金控集團為例
    Other Titles: The relocation of human resource after corporate merge and acquisition. the case study of yuanta financial group
    Authors: 張麗翠;Chang, Lee-tsui
    Contributors: 淡江大學管理科學研究所企業經營碩士在職專班
    黃國隆;Huang, Kuo-long
    Keywords: 併購;人員留任之議題;人力資本;異業整合;組織文化;組織溝通;the merger and acquisition;the personnel remain in office the subject;the human capital;the different enterprise conformity;the organization culture;the organization to communicate
    Date: 2008
    Issue Date: 2010-01-11 03:12:57 (UTC+8)
    Abstract: 現今的企業經營環境瞬夕萬變,企業為謀求繼續發展,追求綜效而合併;金融市場更因為面對國際化與自由化的衝擊下,為了提升競爭力,而企圖以併購的手段來擴張規模,追求外部成長。然而假設員工因合併而產生離職異動的情形,且企業併購後無法留任關鍵人才,那麼企業併購前就得重新審視人力異動可能造成的影響。
    On this ever-changing business environment, corporate seek for merger & Acquisition ( M&A) for further business development and better management performance . In the financial industry ,. The purposes companies take M&A actions are for enhancing competitive ability among the impact of globalization , extending the business scope and pursue for external development .
    Based on the hypothesis that the big turnover will occur due to the M&A and the corporate can not keep the key talents in the company after M&A . Therefore the detailed discussion need to be examined in the Human Resource aspects before the M& A taken action.
    After the present paper is aims at” the subject discussion of the enterprise merge, the personnel remains in office” as a subject, in view of the case company by the depth interview way, as well as in the author duty the observation, understood truly staff after merge suffers the work impact and the psychological stratification plane''s feeling, and discusses the case company in the different industry conformity process, what is the key aspect affects the talented person to remain in office .
    The research discovered that the enterprise in the merger and acquisition process, neglects “the human resources” frequently the question, and the human resources management department in the merger and acquisition process, often misses the best participation opportunity, causes the entire merger and acquisition process to flood the human capital subject uncertainty. Also discovered in the research process that the organization culture''s difference, enterprise''s management pattern as well as the information conformity and the back coupling system, sufficiently affect the wish which the personnel remain in office.
    This research suggested that the enterprise merger and acquisition should complete personnel''s plan and the arrangement, and respect the person''s subject and the communication; The human resources department should participate in the plan strategy goal early, the enterprise should rally the fusion organization''s culture, and carries on the enterprise internal organization communication, take remains in office the essential talented person to use as the enterprise, achieves the merger and acquisition by the time the synthesis effect.
    In addition, this research institute proposed the research discovered that may provide the enterprise carries on the merger and acquisition the reference, on the other hand aims at enterprise''s different industry merge to organize the internal conformity subject, opened the following researcher to have the deeper research subject and the direction.
    Appears in Collections:[管理科學學系暨研究所] 學位論文

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