Literature indicates that Culture has been a powerful shaper of organizations and its practices; however in the present scenario the influence of Culture on SHRM has been found to be minimal, due to internal and external forces.
DValues are the core of all organizational practices which lead to the emergence of new direction in SHRM. This further talk of integrating values, management and practices leading to healthier and sustainable organizations.
People, in corporate world need to appreciate the fact that the individuals have unique ways of interpreting, reacting and making sense of organizational practices. Thus re-visiting the established practices and norms would make organizations more inclusive.
One of the contemporary challenges is sensitization of work force towards gender issues. SHRM is carving a niche in propagating equality of gender and opportunities.
The success of organizations lies in strategizing the HR processes. The key argument is that the fit between firm strategy and HRM strategy has to be initiated.
Organizations need to move a step ahead and encompass the concept of “one best way” versus “the many best ways” of work. Organizations need to re-work the designs and pave way for holistic development leading to excellence.