近年來,由於市場貿易全球化,企業面臨的競爭日益激烈,隨著環境不確定性增加,企業為求永續經營願景,必須持續進行組織變革。購併在企業經營策略中已逐漸盛行。透過購併,企業可以取得新技術以進入新的市場,或是擴大經濟規模,增加競爭優勢以獲取市場占有率。然而購併並非無往不利,後續的整合過程常造成購併無法達到預期目標,其中,有關人的問題佔有相當的比例,可見在企業購併過程中,人力資源管理扮演關鍵角色。 本研究將採用Ulrich & Brockbank(2005)所提出的五個人力資源管理角色分類:員工支持者(Employee advocate)、人才發展者(Human capital developer)、人資功能專家(Functional expert)、策略夥伴(Strategic Partner)與人資領導者(HR leader),以I公司為個案研究,分析人力資源部門在購併各階段所扮演的角色與執行的任務,並歸納該階段的關鍵角色,對未來購併案提供人力資源專業人員之參考。
In recent years, according to the globalization, the enterprises have to face an increasingly competitive and uncertainty environment. In order to sustainable development, enterprises have to continue organizational change. Mergers and Acquisitions(M&A) had became a popular strategy for enterprise to use, getting new skills to entry a new market or to expand the market size, increasing the competitive advantage to gain market share. However, M&A no always successes, often resulting in the merger integration process cannot meet the goal, most of about the human issues.In the process of M&A, the human resource management play the key role In the research I company merger as case study, try to analyze the human resources development play which role and do what key missions to help the success of M&A process, concluding the key role of each stage. Following the five role identified by Ulrich & Brockbank(2005) as the Employee advocate、Human capital developer、Functional expert、Strategic Partner and HR leader to give reference to human resource professional staffs.