| Commencing from60’s-20th century till now, with the increasingly integration of world economic, and the impact of the global financial crisis started from2008, the world wide Merge and Acquisition has been dramatically increasing from both mass-scale and quantity. At the same time, the world steel industry has been under taking significant restructuring process, most of the world main steel players have been concentrating their globalization strategy through international merges and acquisitions, with the main purpose of providing customers with more efficient technical support and better services, promoting their own branding locally, and finally accelerating their globalization process. Based on the project of Special Steel Company A acquiring its sales Agent Company B, the present study analyzes the inter relationship between HRM practices, value congruence and employees’willing to stay, in order to seek out, during the international M&A, what kind of effective measure the company shall implement to bring down or avoid the negative influence coming from the difference between individual value&organizational value; further to enhance the employees’ recognition of organizational value; and finally to strengthen their willingness to stay; And provide reference basis on integration of human resource in international M&A project through the data survey.The Survey uses SPSS16.0software, with sample descriptive analysis, Scale reliability analysis, Scale validity analysis, correlation analysis, regression analysis and so on. According to the survey, a significant positive correlation has been found between HRM practice&Value congruence; a significant positive correlation has been found between HRM practice&employee intention to stay; and a significant positive correlation has been found between and Value congruence and employees’intention to stay; Value congruence has been found to be an intermediary role between HRM practice and employees’intention to stay. |
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