Research On The Integration Of Human Resource Management Under Cross-Border M&A

With the development of the Internet and the advancement of economic globalization,the development of enterprises is moving more and more towards internationalization,multinational companies have advantages in capital,timeliness,management and other aspects,and at the same time are a very important force in economic development,promoting economic development on a global scale and making important contributions to world economic growth;With the intensification of market globalization competition,how to achieve the most effective international market-oriented expansion in the shortest time? Cross-border mergers and acquisitions provide us with a very good choice,through cross-border mergers and acquisitions of international companies or organizations with certain advantages to achieve the combination of direct market and resources,is the strategic choice of most enterprises today.This paper selects the cross-border M&A event of the domestic printer leading enterprise Nasda’s acquisition of Lexmark in the United States as the research object,summarizes the relevant cross-border M&A theories,and then introduces the relevant background of the merger and acquisition parties in combination with the actual situation of the printer industry,and analyzes and sorts out the human resource integration problems faced by the human resources integration link after the merger and acquisition in this case.Then,combined with the common influencing factors and cases related to cross-border M&A integration,several major human resource integration problems faced in this case are sorted out,namely culture conflict,weakened organizational execution,difficulty in compatible salary levels of enterprises,differences in human resource management methods,and loss of key talents.In response to the above situation,Nasda also put forward corresponding countermeasures during the human resources integration period,specifically: setting up communication contacts,subtle cultural integration,retaining the management team,stabilizing organizational execution,independent salary system,reducing personnel changes,independent salary system,reducing personnel changes,etc.After adopting multiple integration measures,Nasda has achieved significant benefits in terms of overall human resource allocation,brand development and R&D capabilities.Based on the actual situation of this case,this study puts forward some coping strategies for the integration of human resources in cross-border mergers and acquisitions,hoping to provide some thinking on the direction of human resources integration after mergers and acquisitions for listed and non-listed companies in the stage of development and expansion,and also hopes that through the study of this case,more companies can pay attention to the integration of human resources within the company after the merger.