人力资源职能的这些政策受到组织文化和价值观念发展主导的外部条件的影响，以及组织在市场上的品牌（Schuler and Jackson，2006）。强硬技术的不存在，在人力资源职能的这种理论发展中起到了一定的作用，只关心员工保留的维持和对组织盈利的贡献。
Studying the various definitions of the HR functions, it infers that the external conditions have had much more influence on the changing trends in the HR policy compared to the internal intentional changes. Earlier decades focussed on the employee management theories which include hiring the best employee and maintaining their sustenance in the organisation so that there is no sudden de-employment which may supposedly lead to a reduction in productive activity in the organisation. This can be attributed to the earlier thinking of a secure future that lies with a large organisation which will keep paying the employee for long and also maintain their presence in the organisation in any kind of crisis. The intention of the management of the right usage of the employee was more visible in their sustenance efforts.
These policies of HR functions were very sharply influenced by the external conditions which were dominated by the development of the concept of organisational culture and values along with the branding of the organisation in the market place (Schuler and Jackson, 2006). The non-existence of hard-line technology played a role in this kind of theory development of the HR function which was only concerned of the sustenance of the employee retention and their contribution to make profits and revenues for the organisation.
After such belief, the organisations grew in their size and gained a significant positioning for them and this when achieved; it saw a portion of society admiring their values and culture. This impacted the shaping of the HR function and they started to adopt a more strategic approach which was targeted at building a culture within the organisation that will be reflected in their daily actions in the workplace and also resemble a great place to work when viewed by an outsider.