Notice of RetractionOn the Human Resource Integration Measures in the Overseas M&As of Chinese Manufacture Enterprises

Notice of Retraction

After careful and considered review of the content of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE´s Publication Principles.

We hereby retract the content of this paper. Reasonable effort should be made to remove all past references to this paper.

The presenting author of this paper has the option to appeal this decision by contacting TPII@ieee.org.

Global enterprise Mergers and Acquisitions (M&As) are sweeping the world. In China, the M&As have been in large scale. Not only there are transnational corporations entering China, but also Chinese manufacture enterprises expand to overseas to have M&As, during which human resource management is an very important element. The human resources of the merged enterprise themselves is the strategic target of overseas M&As of Chinese manufacture enterprises. Therefore, the effect of any change in the acquiring enterprise on people caused by the acquired enterprise must be considered. Many failures of M&As arise from the human resource factor. If problems in relation to employees are not properly managed, the original advantages of the merged enterprise might disappear in the intense market competition, which neither corresponds to the target of utmost shareholder wealth, nor make the M&A enterprises gain M&As value. As such, one important factor for successful M&As is to properly deal with human resource management. M&As are not the purpose but the methods. Only by the integration and coordination of the human resource strategy after M&As with new enterprise culture can the ultimate target of M&As be achieved, i. e. creating values for enterprises.