One of the most important factor for the success of the organization is management. According to the words of Khatri (1999), it is the human and its management which helps the organization to attain competitive advantages over others. A number of scholars have pointed out the need for the effective management of the organization. Kane and Palmer (1995) accept that there are a number of factors which effects the organizational management practices and it is the management itself which controls the organizations.
Pfeffer (2003) identified a number of practices which are followed by the Human resource management group at different organizations which includes selective hiring, team working, high compensation, extensive training opportunities, and reduction in the status difference, sharing of the information and employee appraisal.
Kane and Palmer (2009), also accepted that there are numerous external factors which affect the HR practices and includes the pressure on the firms which leads to the favorable change within the organizations.
Technological change also effects the HRM as there is a great interaction between technology and the HR department. Technology may lead to the change in the ways of working, the roles being undertook and the interactions which are done in order to get the works completed. (DeFilippi,2002). This was argued by Verkinderen and Altman (2002) who argued to this fact and said that the growth of the multinational enterprise leads to the problem of “unpluggedness”.
As per the webster’s dictionary, culture may be defined as the ideas, customs, skills, arts etc. which may be related to the given period. In the present times, the organizations have also realized the importance of the corporate culture. A number of researchers have found the relationship between the corporate culture and its performance. According to Stewart (2007), organizational culture is the prime factor which leads to the improvement within any organization.