What is the contributing role of HR Management in Organization Culture? Please assist me to develop an answer on this topic.
From Bangladesh
41From Bangladesh
What is the major purpose of developing answer for your topic? Are you going to practically implement the strategies supporting establishment of Organisation culture that leads to overall Organisation development including employee standards.
With profound regards
From India, Chennai
With profound regards
From India, Chennai
Dear Skhadir, nice to get comment from you. Currently, I need to develop the answer for theoretical purpose. Hope to get back you soon with your intellectual answer.
From Bangladesh
From Bangladesh
I am not that good in writing or creating content. Yes, when it comes to PRACTICAL APPROACH, i can demonstrate beyond my own imagination, provided i get complete support from management, else i will beating around the bush.
In short of sweet, It is the responsibility of the HR to analyse existing culture and formulate Employee/Organisational friendly Policies while co-relating with Business objectives/organisation goals to be achieved within stipulated time frame. This needs Management's approval. Unless the management is lead by VISIONARY LEADER, HR manager will have a tough time to get his policies approved.
An Environment promoting LEARNING CULTURE supporting EMPLOYEE STAGE WISE DEVELOPMENT is the Foundation for the best rated as the BEST ORGANISATIONAL CULTURE.
An employer must be known for its RECRUITMENT STRATEGIES and should get his certified as EQUAL OPPORTUNITY EMPLOYER, thus promoting TALENT MANAGEMENT, SUCCESSION PLANNING.
Organisation must promote LEADERSHIP SKILLS in EMPLOYEES and lot more skills that should drive organisation's success ratio.
I believe there are lot more to share about establishing an environment practicing DISCIPLINED LIFE STYLE, EFFECTIVE COMMUNICATION ACROSS THE HIERARCHY LEVEL, INTERPERSONAL SKILLS, BALANCED WORKCULTURE wherein adequate care is taken to help employees to work under stressful condition without getting exhausted.
No Scope for EGOISM, UNBIASED DECISION MAKING PROCESS, ABNORMAL BEHAVIOR by Superior.
To inculcate TEAM BUILDING SPIRIT in employees.
The above mention points to be implemented and taken by HR MANAGER while taking management into confidence.
I am not an expert in HR. Kindly do correct me if i am wrong
With profound regards
From India, Chennai
In short of sweet, It is the responsibility of the HR to analyse existing culture and formulate Employee/Organisational friendly Policies while co-relating with Business objectives/organisation goals to be achieved within stipulated time frame. This needs Management's approval. Unless the management is lead by VISIONARY LEADER, HR manager will have a tough time to get his policies approved.
An Environment promoting LEARNING CULTURE supporting EMPLOYEE STAGE WISE DEVELOPMENT is the Foundation for the best rated as the BEST ORGANISATIONAL CULTURE.
An employer must be known for its RECRUITMENT STRATEGIES and should get his certified as EQUAL OPPORTUNITY EMPLOYER, thus promoting TALENT MANAGEMENT, SUCCESSION PLANNING.
Organisation must promote LEADERSHIP SKILLS in EMPLOYEES and lot more skills that should drive organisation's success ratio.
I believe there are lot more to share about establishing an environment practicing DISCIPLINED LIFE STYLE, EFFECTIVE COMMUNICATION ACROSS THE HIERARCHY LEVEL, INTERPERSONAL SKILLS, BALANCED WORKCULTURE wherein adequate care is taken to help employees to work under stressful condition without getting exhausted.
No Scope for EGOISM, UNBIASED DECISION MAKING PROCESS, ABNORMAL BEHAVIOR by Superior.
To inculcate TEAM BUILDING SPIRIT in employees.
The above mention points to be implemented and taken by HR MANAGER while taking management into confidence.
I am not an expert in HR. Kindly do correct me if i am wrong
With profound regards
From India, Chennai
An organization is composed of 'management' & 'employees'. Therefore, the term 'organization culture' refers primarily to the 'work culture' of the organization. Business organizations generally focus on a 'performance oriented work culture'. This means emphasis on all those processes which help in improving organizational performance. To count a few, the examples include: (i) work place safety & comfort, (ii) availability of right tools to enhance productivity, (iii) existence of processes such as Goals/ KRAs setting (for teams/ individual employees) (iv) performance linked incentives, (v) rewards & recognitions, (vi) alignment of skills & competencies to the business requirements (vi) job enrichment process etc....
In addition, the culture of an organization has much to do with the 'organizational values' . So one needs to pen down these values in consultation with the founders & the management. These values have to suitably figure in the 'recruitment & induction (also termed as on-boarding) process', 'training & development process & 'ethics, discipline & social responsibility processes'. This alone would result in proper alignment of the 'personal values' of employees with the 'organizational values' - an aspect most important to the growth of 'organizational culture'.
Given above is not merely a theoretic understanding of the term 'organizational culture', but an introduction to some of the parameters which help in establishing this culture across the organization.
From India, Delhi
In addition, the culture of an organization has much to do with the 'organizational values' . So one needs to pen down these values in consultation with the founders & the management. These values have to suitably figure in the 'recruitment & induction (also termed as on-boarding) process', 'training & development process & 'ethics, discipline & social responsibility processes'. This alone would result in proper alignment of the 'personal values' of employees with the 'organizational values' - an aspect most important to the growth of 'organizational culture'.
Given above is not merely a theoretic understanding of the term 'organizational culture', but an introduction to some of the parameters which help in establishing this culture across the organization.
From India, Delhi
Thanks Skhadir and Bhatia for important share. Throughout the whole discussion that I can be summarized is -
ORGANIZATIONAL CULTURE - shared set of beliefs, expectations, values, and norms that influence how members of an organization relate to one another and cooperate to achieve organizational goals.
Sources of an ORGANIZATIONAL CULTURE -
1) Characteristics of Organizational Members
2) Organizational Ethics
3) Employment Relationship
4) Organizational Structure
From Bangladesh
ORGANIZATIONAL CULTURE - shared set of beliefs, expectations, values, and norms that influence how members of an organization relate to one another and cooperate to achieve organizational goals.
Sources of an ORGANIZATIONAL CULTURE -
1) Characteristics of Organizational Members
2) Organizational Ethics
3) Employment Relationship
4) Organizational Structure
From Bangladesh
The idea of culture for an organisation has to come from the top management. The roles and needs of the employees should also be considered. the human approach with which one begins the work and strecthes it into different job profiles of different departments should become the crux of organisational culture. employees, when treated as assets, acknowledged for their performance and encouraged to stretch beyond their capabilities consistently, the culture will be accumulated by itself, giving wings to one's dreams and offering them hope when they just need it the most.
madhu4ratna
From India, Bangalore
madhu4ratna
From India, Bangalore
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