Sample HR Management Paper on How HR might shape organizational culture

How HR might shape organizational culture

Since it is the staff of the company who accept and enhance a particular culture within the firm, human resources do have a significant role to play in organizational culture. Any intended change to the organizational culture must be made by and with the help of the personnel. Recruitment, selection, and training are fundamental HRM processes that impact an organization’s performance and stability. These activities have the power to affect employee conduct and foster the values that shape business culture. The behavioral approach describes how people behave or conduct themselves in any circumstance (Collins, 2021). As a result, the firm would benefit if HR activities positively impacted behavior and improved positive thinking about organizational initiatives toward the workforce. Employee happiness and motivation are more likely to be higher in corporate cultures that value employee participation than they are in those that do not (Boudlaie et al., 2020). Whatever the case, there could be several reasons why workers choose not to speak up. While some workers may have personal motives like being shy or uneasy around the management, others may view this as an unnecessary danger.

Figure 1: Organizational Culture and HR Practices

How organizational culture might shape HR practices

The corporate culture is evident at all levels of the company. It is evident in the working methods that guide the team’s day-to-day approach to tasks and in the communication between management and employees (Roscoe et al., 2019). An organization’s culture may be highly focused, traditional, collaborative, team-oriented, or possess various other traits. HR executives should think about the following: HR leaders directly influence corporate culture; thus, it is possible to quantify organizational culture and utilize that as a gauge for engagement and worker effectiveness (Boudlaie et al., 2020). Cultures evolve and are shaped by a variety of circumstances. There are several ways for HR to assess how their organization’s culture is changing and, if necessary, alter its course:

Taking the Lead on Culture

By being proactive, HR may have a simple but effective impact on company culture. To examine the existing company culture, recognize any discrepancies or strengths, and develop a strategic plan to align the organization’s culture with its values and objectives, HR leaders must collaborate with the executive team and stakeholders from across the business (Roscoe et al., 2019). HR must collaborate with leaders from all facets of the organization to put their strategy into action once a clear vision for the workplace culture has been formed (Collins, 2021). Consequently, open and honest communication is essential; everyone, at every level, must be aware of their specific role in bringing the business culture to life.

Figure 2: Ways in which HR can shape ethical organizational culture

Align Recruitment with the Goals

The company hires people, and the process they use to hire them will significantly impact the firm’s overall culture; thus, HR should connect their hiring procedures with the organization’s guiding principles. For instance, if a firm’s culture values inclusion and diversity, hiring practices might include writing inclusive position descriptions, using “blind hiring” methods to narrow the field of candidates, implementing unconscious bias training, and allowing for reasonable accommodations during interviews (Boudlaie et al., 2020). Additionally, it can offer targeted internships and track diversity hiring data. Additionally, it might be a good idea to change the corporate culture to make it simpler to entice skilled candidates, especially if they are hiring in an area with high competition or a market that is in high demand (Collins, 2021). For instance, one might advocate for the introduction of flexible working as a perk for potential recruits or for making the teams permanently remote so that the business can access the largest talent pool.

Use Strategic Compensation and Reward

A good remuneration plan is essential for an organization to foster a culture where workers feel appreciated for their work. Compensation, meanwhile, is about more than pay, and targeted reward programs can help promote the behaviors that are crucial to the culture of the business (Roscoe et al., 2019). For instance, if a company wishes to foster a culture of creativity and learning, it may offer each worker an annual bursary to use for their initiatives or establish a fund to purchase books so that employees can easily access fresh perspectives (Collins, 2021). If the workplace culture is fast-paced and demanding, the company might offer catered meals and other helpful perks, allowing the staff to concentrate on their work (Boudlaie et al., 2020). If the business is economically friendly and sustainable, it might fund a car-sharing or cycle-to-work program. An excellent example of this in action is Google. Since their culture is centered on excellent performance, they provide a range of immediate incentives for a job well done, from cash bonuses nominated by peers to trips to Hawaii. Impressive statistics show that 86% of Google employees are content with their careers.

Keep leaders on track. 

Senior executives may find it easy to lose track of how business actions are seen by the larger organization when they have a lot on their plates. By informing CEOs of their decisions’ influence on employee satisfaction and involvement and how crucial it is for the firm to act according to its principles, HR experts are accountable for bringing the company culture to the forefront.

 Champion Learning and Development

The need for a staff that is adaptive, forward-thinking, and eager to learn has never been more remarkable due to the emergence of new technology and the ever-increasing velocity of change. By promoting professional training across the entire organization, HR directors can support this. This could involve establishing mentoring and training programs and funding professional certifications and accreditation for the staff (Collins, 2021). By promoting team-based collaborative and social learning and enabling on-demand access to digital learning so that workers can manage their education, HR can guarantee that their teams are always on the cutting edge by creating a culture that supports ongoing professional development.

Practice What they Preach

The human resources division should be an example within a firm, modeling the attitudes and principles the business wants to advance. Few things damage a corporate culture as rapidly as leaders acting contrary to their stated beliefs; likewise, setting a positive example for the rest of the organization can be transformative (Collins, 2021). Therefore, HR leaders are uniquely positioned to influence their firm’s culture in both purposeful and inadvertent ways (Boudlaie et al., 2020). By doing this, they significantly contribute to their coworkers’ fulfillment and pleasure and the company’s success. Building solid relationships and trust with the corporate teams is crucial in light of this. One can support their company’s culture and aid in its growth by keeping their word, paying attention to others, and living up to the ideals daily.

 

 

References

Boudlaie, H., Mahdiraji, H. A., Shamsi, S., Jafari-Sadeghi, V., & Garcia-Pereze, A. (2020). Designing a human resource scorecard: An empirical stakeholder-based study with a company culture perspective. Journal of Entrepreneurship, Management and Innovation16(4), 113-147.

Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management32(2), 331-358.

Roscoe, S., Subramanian, N., Jabbour, C. J., & Chong, T. (2019). Green human resource management and the enablers of green organisational culture: Enhancing a firm’s environmental performance for sustainable development. Business Strategy and the Environment28(5), 737-749.