Uncertainty avoidance: The uncertainty avoidance denotes the extent to which programs of cultural members is to feel either comfortable or uncomfortable in unframed conditions. Unframed conditions are surprising, different, novel and unknown from usual. The basic issue involved is the degree to which the society tries to handle the difficult situations. On UAI (Uncertainty Avoidance Index) from Hofstede’s study the countries were given scores (Hofstede, 1991, p. 113). Uncertainty Avoidance Index was obtained from scores of country mean on queries dealing with stress, employment stability and rule orientation. The Hofstede’s research has predicted Uncertainty Avoidance Index values for 3 regions and 50 countries.
Effect of Cultural Values on practices of Human Resource Management:
The human resource management has achieved popularity, particularly with respect to the dispute on performance and human resource management the focus has been limited mainly to the connection between performance of organization and human resource practices. The Human resource function is a very necessary strategic partner in the statement of the strategies of companies as well as those strategies implementation through the practices of human resource.
不确定性规避不确定性规避是指在何种程度上文化的成员计划感到舒服或不舒服的新条件。新的条件是令人惊讶的，不同的，从通常的新的和未知的。基本问题是在何种程度上的社会如何处理困难的情况下。在UAI（不确定性回避指数）从霍夫斯泰德的研究国家给予分数（霍夫斯泰德，1991，p. 113）。从国家的平均应力的查询处理获得的分数是不确定性回避指数，就业的稳定性和规则导向。霍夫斯泰德的研究具有3个地区和50个国家的不确定性回避指数的预测值。
文化价值观对人力资源管理实践的影响：
人力资源管理已实现普及，尤其是在绩效和人力资源管理的重心已主要限于组织和人力资源管理实践绩效关系的纠纷。人力资源是一个非常必要的战略合作伙伴，在公司的策略声明以及策略实施人力资源管理实践。