Abstract
This study investigates the relationship between cultural norms and HRM strategies in Pakistan. It examines key cultural dimensions like power distance, collectivism, and gender roles, and their impact on HRM practices such as recruitment and performance management. Using both qualitative and quantitative methods, the research reveals how cultural practices influence organizational behavior, communication, and conflict resolution. It stresses the importance of cultural sensitivity and adaptation in HRM to align with organizational goals. Findings emphasize the need for tailored HRM approaches that embrace cultural diversity while meeting organizational objectives. By addressing cultural nuances, this study aims to foster inclusive, culturally competent workplaces in Pakistan. Ultimately, it seeks to enhance understanding of how culture shapes HRM in Pakistan, offering valuable insights for organizations navigating diverse cultural environments.
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