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This retrospective study glimpses in the literature to understand the development of indigenous HRM models based on cultural and geographical differences, and ends up with identifying the need of a „South Asian HRM model‟. Such model is needed due to increasing share of this part of world and future potentials. Development of such model will not only pave the way towards indigenization of practices focusing local demands and cultural values, but will also pay to the investing firm. Such model may also be a guideline for firms investing huge funds in this part of the world