Study On Human Resourse Allocation After M&A Of Company A

As the development strategy of an enterprise,M &A(merger and acquisition)is the product of enterprise's adaptation to the rule of market economy and the integration of corporate social resources.It plays an important and positive role in the development of an enterprise.First of all,M &A(merger and acquisition)bring economy effect of scale of production,which can rapidly improve the production capacity of enterprises,promote the level of intensive production,expand the scale of production,and rapidly improve the product supply capacity of enterprises.Secondly,M & A can bring economy effect of scale of market,which could add the market score of the products and improve the market share of the products.Thirdly,merger and acquisition can realize the diversified development of enterprises,disperse the risk of enterprise management,enhance the ability to resist the risk,and ensure the smooth development of the enterprises.Finally,M & A can optimize allocation of resources,in order to share the resources and improve the coefficient of utilization of resources?Taking the case of Company A M&A Company B as example,this article analysis the problems of Company A about human resource allocation of Company B,and summarizes the important role of human resource allocation in the process of M&A,and propose solutions of the problem,according to the reason of the problem.Through above problem analysis,the author expect to give the practical reference about the human resource allocation study,and promote the human resource problem study,to contribute for the research of human resource allocation after enterprises mergers and acquisition.This part mainly list the problems and give solutions,for example,there is no human resources allocation after the company A and company B merger.Some part of staffs of company B are not qualified to post requirement;The core members of company B give up jobs and leave office seriously;Related staffs shortage & redundancy coexist in Company B;The human resource allocation of company B can not meet the company developing requirement;Company A is lack of human resource strategy,not pay attention to importance of human resource allocation,not doing the evaluation for competence for the management team of company B,not formulating the core staff retention & incentives plan,ignoring that the enterprise management goal impacting on the allocation of human resources,not emphasis the role for human resources play for enterprise developing;Company A should establish liability system with building an efficient core management team;Company A should develop the personnel retention program to maintain the stability of personnel team;Company A should know the situation for the purchased human resource to make integrated allocation plan.Finally,this article further puts forward the safeguard measures of A company to solve the problem of human resource allocation after the merger of B company.