企业海外并购中的人力资源整合问题是决定企业海外并购成功与否的关键环节。一般认为，海外并购中的人力资源整合是比并购交易本身的完成更为重要、也更为复杂的一项工作。然而，在现有的，特别是国内企业海外并购的人力资源整合问题却没有受到应有的重视，结果直接导致海外并购的人力资源整合理论远不能满足当今中国如火如荼的海外并购的需要。 近年来，企业的海外并购已经成为一种公认的高风险与高利润并存的商业行为，许多中国企业希望通过海外并购来规避投资风险，化解企业债务，降低劳动力成本，进而达到扩张企业规模之目的。然而，事实证明，我国企业在完成海外并购的人力资源整合方面却不甚理想。在此基础之上，本文首先回顾了中国企业海外并购的历史和现状，随后阐述了各位学者对海外并购中人力资源整合的理论综述。作者分别从个人、组织及文化三个角度反思了中国企业海外并购中人力资源整合所存在的问题，并且提出了相应的对策。（1）鉴于海外并购企业的个人心理契约受到破坏，中国企业必须采取重建心理契约等措施，以便缓解海外并购造成的心理压力，消除不信任感，建立良好的沟通渠道，充分调动员工的工作积极性、主动性和创造性。（2）鉴于企业组织行为弱化和稳定性破坏的问题，提出了从组织角度整合人力资源，主要内容涉及人员的挑选原则和方法，以及保护核心人力资源的措施等。（3）鉴于中国企业海外并购中存在的跨文化风险问题，本文提出从文化角度整合人力资源，主要论述了文化整合策略，海外并购中文化整合模式的选择问题。在对中国企业海外并购中的人力资源整合问题与对策进行研究同时，辅以中国联想并购IBM PC业务的人力资源整合案例，进一步地论述了本研究对中国企业海外并购中人力资源整合问题的启示。希望本文所做的研究能够对解决我国企业海外并购中面临的人力资源整合问题有所裨益。

Overseas acquisitions in the integration of human resources are the key to success or failure. Generally speaking, the overseas acquisitions in the integration of human resources is more important and more complex than the deal itself, However, the present, especially overseas mergers and acquisitions of domestic enterprises in theoretical research, mergers and acquisitions in the integration of human resources have not been paid attention, so the results led directly to the Chinese enterprises overseas acquisitions integration of human resources can not meet today's Chinese Yuan full swing overseas acquisitions needs. In recent years, enterprises overseas acquisition have been recognized as a high-risk and high-profit business acts, and many enterprises hope to circumvent through overseas acquisitions investment risks, and resolve the debt, lower labor costs, expand the scale purposes. However, facts have been proved that China's enterprises in the completion of the mergers are not ideal. On this basis, we first reviewed the Chinese enterprises overseas acquisitions' history and current situation, and then explained the scholars on overseas acquisitions in the integration of human resources. The author reflects on the cultural perspective of the three Chinese enterprises overseas acquisitions in the integration of the human resources existing problems from individuals, organizations, and then comes up with a corresponding countermeasures. Firstly, in view of corporate mergers and acquisitions personal destruction of the psychological contract, the Chinese enterprises must be psychological reconstruction contracts and other measures should be taken to ease the overseas acquisitions caused psychological pressure, to eliminate any sense of trust to establish good communication channels, and to fully mobilize the enthusiasm of the staffs' work, initiative, and creativity. Secondly, in view of enterprise organizational behavior and weakening the stability of the damage to the organization from the perspective of integrated human resources, he mainly puts forward the selection of principles and methods, as well as protects core human resources measures. Thirdly, in view of Chinese enterprises overseas acquisitions in the risk of cross-cultural issues, this paper focuses on the cultural integration strategy, mergers and acquisitions overseas cultural integration in the selection of the model from a cultural perspective integrated human resources. On overseas Chinese enterprises in the acquisition of human resources integration problems and countermeasures research, this paper supplements by expounded the theory of China's Lenovo acquisition of IBM PC business overseas acquisitions human resources integration cases, further discusses the Research on Chinese enterprises overseas acquisitions inspiration. Hope that this study can be done to solve the transnational mergers and acquisitions in China's enterprises facing the human resources integration benefits.