由於企業貿易自由化與全球化，企業所面臨的競爭越來越激烈，為了維持生存或成長，導致全球企業併購(Mergers and Acquisitions)盛行。併購可說是企業經營的一種策略，企業可以藉著併購進行多角化經營，利用購併取得行銷通路、原料和生產設備，快速地進入新市場，或藉由併購形成經濟規模，強大企業在市場上的競爭地位，進而獲取市場佔有率。然而許多併購案之所以未能達成預期的目標，並不是因為財務上的問題，而多是與人力資源有關的問題，可見人力資源管理在企業併購過程中扮演著關鍵的角色。 本研究採用Ulrich(1997)所定義現代人力資源的四種角色，即策略夥伴(Strategic partner)、變革代理人(Change agent)、行政管理專家(Administrative expert)以及員工鬥士(Employee champion)，分析歸納出本研究個案人力資源管理在併購前、中、後所扮演的角色與執行的關鍵作為，對未來併購案提供人力資源專業人員有價值的參考。 ;Owing to the free trade and globalization the enterprises have to face the competition harder and harder day after day. Many enterprises try to survive and expand by way of Mergers and Acquisitions(M&A). M&A had became a popular strategy for enterprise to diversify, to get marketing and sales channel, to get raw materials and manufacturing facilities. Enterprises also try to get into a new market or to expand the market size to keep the leading position by M&A. Although the amount of M&A cases keep growing but many cases cannot meet the goal not because the financial issues but the “human” issues. The human resources management obviously play the key role in the process of M&A. This research case try to analyze and conclude the human resources management play which role and do what key things to help the success of M&A by following the four modern new roles identified by Ulrich(1997) as the Strategic partner, Change agent, Administrative expert and Employee champion to give valuable reference to the human resource professional staffs.
