An organization must implement a series of organizational practices and mechanisms if it wants to achieve better results. They should also put in place an organizational strategy that clearly states the objectives, an in-depth understanding of the socio-political context, their identity, mission, vision and probably the change they want to see as an organization. Contingency theory clearly provides the direction of the organization within a given period of time. This theory deals exclusively with the internal processes that shape the organization, this can be in the form of HR policies and strategies, etc. Beh & Loo (2013) also applauded this theory by arguing that performance is maximized when human resource policies and strategies are consistent with organizational strategy. this theory further investigates the relativity of HR systems, as different organizational strategies require different structures and the use of technology (Lepak, Marrone, and Takeuchi (2004). The contextual paradigm examines both the internal and external settings of the organization and ensures that the the organization is well placed to carry out its day-to-day operations (Som, 2012). This may include, for example, the role of the state, community ownership, labor market and trade unions government and deals with equal opportunities legislation which represents a strategic role of the HR function (Jackson et al 1989). However, Baxall (1995) argues that contingency theory is not universal as it varies from country to country (2004) also states that in some countries the policies and strategies of human resources are determined by the age, size, culture and nature of the organization, however, de Pablos (2005)