For any HR practises to be successful one needs to identify the cultural agents and address them. Culture is changing but the process is far from being finished.
“Culture is, in fact, the very web of our lives” Philip R. Harris, Managing Cultural Difference, vol1, P.364

How to measure a culture change is a big question. We would like very much to know, it would make us rich, as many companies do not know how to assess if a change is effective within an organization. At least, changes should be measured all along the process by:
• Analyses of the feedback
• Adequate questionnaires to workers and managers. Questionnaires should extract workers point of view about the company’s defined objectives, goals, vision, strengths and weaknesses.
• Bonding between the management and the employees.
• Sense of security among the employees
• Responsibility and the initiative of the employees
• Surely, there is no overall recipe as all the factors of changes: strengths, weaknesses, processes, context, leaders, cultures are not the same from one company to the other and from one country to the other.