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论文编号：	970
作者编号：	2120072050
上传时间：	2009/5/26 23:27:01
中文题目：	旅行社并购中的人力资源整合研究
英文题目：	The study of Human Resources I
指导老师：	姚延波 副教授
中文关键字：	并购 旅行社 人力资源整合 旅
英文关键字：	Merger and Acquisition trave
中文摘要：	全球经济危机不断的扩散，使各国经济受到剧烈的影响，宏观经济的发展步入了新一轮的收缩期。在这样的经济背景下，我国旅游业会受到不同程度的影响，最为明显的是入境旅游市场的萎缩。统计显示，2009年一季度来华入境旅游人数为3027.07万人，其中外国人482.71万人，同比下降7.15%和22.80%。此外，伴随着“入世”承诺的逐步兑现，政府对外资旅行社“出境旅游经营权”的逐步放开，内资旅行社将面临着更为激烈的竞争环境。我国旅行社纷纷寻求提升自身竞争能力的途径，以期能尽快提升自身的竞争力。并购是旅行社短期内获取竞争能力的有效途径，它的出现并非偶然。但是，企业采取并购来提升自身竞争能力并非易事，从并购实践来看，并购取得成功的案例却很少，主要原因是缺乏有效的整合，而整合过程中人力资源的整合却成为阻碍并购成功的重要因素。 并购会给旅行社员工带来剧烈的震荡，包括员工的心理压力、自身的利益等，加之旅行社人力资源具有高流动性的特征，使并购中人力资源的成功整合雪上加霜，并购双方企业会有很多中层管理者、核心员工及被并购企业的高层管理人员离职。此外，与之有业务关系的供应商、顾客可能会因此而流失。究其原因，其一，旅行社对人力资源整合过程缺乏系统科学的规划，使整合过程中出现的矛盾和冲突不断激化，员工无法真正融入新企业；其二，旅行社核心利益相关者的诉求没有在整合中得到满足；其三，旅行社是典型的中介性服务企业，依赖性很大，企业员工的素质以及服务水平将直接影响到企业的发展。因此，旅行社人力资源的整合是企业并购中非常重要的任务，人力资源的成功整合对于并购整合成功具有重要的意义。 本文从并购整合出发，着眼于旅行社业，对并购整合及其相关理论和研究现状进行了梳理。通过相关概念的界定，本文对旅行社人力资源整合机制和内涵做了探讨，进而结合国内外整合现状的对比分析，构建了人力资源整合的模式。为了能够有效控制整合模式的实施，本文运用模糊评价体系为人力资源整合提供及时合理的反馈和评价，达到使旅行社利益相关者利益最大化的目的，最终使旅行社竞争能力通过有效的人员整合得以提升。
英文摘要：	As the spread of global economic crisis,the economy in most countries has been affected severely.In this macroeconomic environment,tourism industry in our country may be affected inevitably.The most obvious appearance is that the inbound tourism market is shrinking gradually,which is proved by the statistical data.In the first quarter of 2009, the number of inbound tourism to China is 30,270,700,among them the number of foreign tourists is 4,827,100.The number dropped by 7.15%and 22.80%comparing with the same period of previous year.In addition,with the commitments of entering the World Trade Organization（WTO）being implemented step-by-step,government is lifting the control over the right to operate outbound tourism for foreign travel operators.As a result,the domestic travel services industry is involved in a more competitive environment.Large and medium-sized travel services in China have to find ways to enhance their competitiveness as fast as possible.Therefore,the emergence of various Merger and Acquisition（M&A） activities between travel services is inevitabe.However,in the view of mergers and acquisitions practice,only a small number of companies involved in M&A have been successful,the study indicates that the main reason is the lack of effective integration,and the integration of human resources in integration process has become an important factor hindering the success of Mergers and Acquisitions. The activities of Merger and Acquisition（M&A） between travel services cause sharp shock of the mployees psychological,in addition to the high-flows characteristic of tavel services employees, Merger and Acquisition（M&A） integration of human resources becomes even worse,a large number of core staffs of travel agencies,middle-level managers,the senior management of enterprises may resign.Also,the suppliers, agents,customers associated would be lose because of that,which is caused by many resasons.One of the reasons is that the process of the human resources integration is not considered systematically,which brings about the contradictions and conflicts between employees and enterprise in the process of integration.Secondly,the core stakeholders’ interests of travel services are not achieved in the process of integration.Thirdly,the travel service is a typical intermediary service enterprise,which depends heavily on the staffs.Once losing the support of the upstream and downstream,travel service is hard to survive.Thus,the integration of human resources is essential for Merger and Acquisition（M&A） between travel services. Starting with Merger and Acquisition（M&A） and post-mergers and acquisition,focusing on the travel service industry,this thesis reviews the theories of M&A,intergration,related theories and their research status.Through the definition of related concepts,this paper discusses the mechanisms of human resources integration in the Merger and Acquisition （M&A） of travel services and the status of integration at home and abroad,the author constructs the integration model of human resources in travel services.In order to control the implementation of the integration model effectively.This thesis presents the model of the fuzzy evaluation system to provide timely and reasonable feedback mechanism for the whole integrated human resources,in order to maximize the interests of the travel service stakeholders.Through the effective integration of staff,enterprises can improve their competitiveness.
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