National And Organizational Culture Influence On The Implementation Of Strategic Human Resources Management In Organizations

The paper is purely theoretical, based on information in the literature, but also on their correlations. Writings are not merely generalizing, but are personal opinions and conclusions. Analysis started from the cultural dimensions of Geert Hofstede proposed models on the organizational and national culture. Knowing defined strategic human resource management literature, how it can be implemented within an organization through its working practices of high-performance human resources, I tried to find, the logical line that would be influence of national and organizational culture on its implementation in companies. In analyzing the influence that national culture has on the strategic management of human resources, we started from the cultural model of Geert Hofstede. The premise from which we started was that innovative EU countries organizations have a strategic human resource management. Therefore, the countries studied were those in the EU, especially the strong innovative. In this study, we concluded, based on their own opinions, there is a unique cultural dimension that has an impact on the strategic management of human resources, namely, power distance. It must be, surely, small. The Geert Hofstede's organizational culture was the starting point in analyzing the influence of organizational culture. We selected, based on the explanations given by Hofstede dimensions of organizational culture, those who believe that would favor implementing strategic management of human resources in organizations. This paper, theoretical, was completed by presenting their own cultural model, which we consider proper implementation of strategic human resource management in organizations. In future I will try to study the applicability truth.