SUMMARYThe objective of this study is to indicate the impact of national culture on HRM policies and strategies. He is expected to address the issue; whether national culture has an impact on the development and effectiveness of HRM strategies and policies. Looking at Hofstede's (1980) definition of national culture, we have a good understanding. Thus, it helps us to identify the influence it has within HRM strategies and policies in correlation with an organization's strategy towards its objectives. This study shows that national culture impacts HRM policies and strategies in two ways, namely positive and negative aspects. This therefore implies that yes, national culture influences HRM practices. INTRODUCTIONThe practice of human resources has essentially evolved from American society. Management theories therefore show that the cultural environment in which these theories were imprinted. (Hofstede 1980, Laurent 1986). Meanwhile, Hofstede asserting that national culture distinguishes members of one group from another believed to have a unique characteristic. Basically, human resource strategies and policies differ in how they achieve their goals in the overall aspect, varying from country to country. Culture has its own history, so it tends to have an effect on certain views that HRM may disapprove of and at the same time undiscovered opportunities in HRM practices. National culture in countries, especially in developing countries, tends to have a positive effect on the achievement of an organization's goals. But at the same time this shows a double effect on HRM policies. These policies are implemented as part of an organizational strategy...... middle of paper ...... Leadership and organization: do American theories apply abroad? Organizational Dynamics, Summer, AMACOM, a division of the American Management Association• John Bratton, Jeff Gold (2007). Human resources management: theory and practice. 2nd ed. London: Macmillan Press Limited. p21.• Jaeger, A.M. (1986). Organizational development and national culture: what is the solution? Academy of Management Review. 11: 178-190• Schneider, SC and DeMeyer, A. (1991). Interpreting and answering strategic questions: the impact of national culture. Strategic Management Journal, 12: 307 – 320• Social institution and gender index, (2007). Gender equality and social institutions in Nigeria. Available: http://genderindex.org/country/nigeria. Last accessed March 9, 2011. • Thomas C Mawhinney (1992). Pay for controversies and performance history evidence. New York: Rout in June 30, 1992.