Generation Z employees were born between 1995 and 2012 they’re on the cusp of entering the global workforce. Right now they comprise about 7 percent of the workforce, but by 2019 it is estimated that 30 million will be employed. This generation has grown up with uncertainty and often has more radical differences than the other generations. Generation Z employees are highly energetic and enthusiastic, but many lack the social skills you would expect from employees—including those who entered the workforce at a young age. Generation Z workers typically connect via smart phones and other portable devices. They like information at their fingertips at all times, and don’t handle it well when they have to wait to receive an answer. They are used to constant streams of data, which means they expect management to provide them with instant access to the information they need. While Generation Z workers are high maintenance, they’re good employees as long as their unique needs are met. Workers from this segment of young adults tend to be innovative and creative, wanting to make an impact on society. They want to advance and grow professionally, and are willing to use internships and learning experiences to do this. They may see professional development from a more long-term standpoint. Lengthy work engagements are considered stepping-stones towards success, even if they don't pay out right away. This paper study the changing dimension of HR in an era of globalization focusing Generation Z and also to study the impact of changing hr practices on organization focusing Generation Z.