Enterprise M&A is the result of industry development and the competition between enterprises, the product of the social economy development, a sure way of economic transformation, an effective way of resource allocation. At present, the market of enterprise M&A are becoming more and more active in our country, and is mainly in horizontal M&A. But related data shows that the success rate of enterprise M&A is very low in our country, we encounter many problems in the process of M&A, and did not reach the targets, human resources integration is one of the main problems. In order to promote the success rate of M&A, and provide operable guideline for human resource integration in M&A, this thesis researches human resource integration of horizontal M&A.Based on some other scholars’research results and the analysis of some cases, this paper summarizes some problems of employee which is in psychology and the behavior, and analyzes these problems to find out the solutions of the problems. I put forward personnel integration, human resources management practice integration and cultural integration, which are based on effective communication. Personnel integration includes personnel adjustments and layoffs which are established in human resources detailed evaluation. Human resources management practice integration mainly studies the design of the incentive system which includes the integration in healthy salaries, motivated salaries and the career development of employee according to the two-factor theory. Cultural integration studies the selection of mode, some principles and precautions in the cultural integration of horizontal M&A.The result of this thesis has a certain operability, and it has a certain reference value to the human resource integration of horizontal M&A in our country.
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