What is the contributing role of HR Management in Organization Culture? Please assist me to develop an answer on this topic.
From Bangladesh
Acknowledge(0)
Amend(0)
41From Bangladesh
Acknowledge(0)Amend(0)
What is the major purpose of developing an answer for your topic? Are you going to practically implement the strategies supporting the establishment of organizational culture that leads to overall organizational development, including employee standards.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From Bangladesh
Acknowledge(0)Amend(0)
I am not that good at writing or creating content. Yes, when it comes to a PRACTICAL APPROACH, I can demonstrate beyond my own imagination, provided I get complete support from management, or else I will be beating around the bush.
In short and sweet, it is the responsibility of HR to analyze the existing culture and formulate employee/organizational-friendly policies while correlating with business objectives/organizational goals to be achieved within a stipulated time frame. This needs management's approval. Unless the management is led by a VISIONARY LEADER, the HR manager will have a tough time getting their policies approved.
An environment promoting a LEARNING CULTURE supporting EMPLOYEE STAGE-WISE DEVELOPMENT is the foundation for being rated as the BEST ORGANIZATIONAL CULTURE.
An employer must be known for its RECRUITMENT STRATEGIES and should get certified as an EQUAL OPPORTUNITY EMPLOYER, thus promoting TALENT MANAGEMENT and SUCCESSION PLANNING.
The organization must promote LEADERSHIP SKILLS in employees and many more skills that should drive the organization's success ratio.
I believe there is a lot more to share about establishing an environment that practices a DISCIPLINED LIFESTYLE, EFFECTIVE COMMUNICATION ACROSS THE HIERARCHY LEVEL, INTERPERSONAL SKILLS, and BALANCED WORK CULTURE where adequate care is taken to help employees work under stressful conditions without getting exhausted.
No scope for EGOISM, UNBIASED DECISION-MAKING PROCESS, or ABNORMAL BEHAVIOR by Superiors.
To inculcate a TEAM-BUILDING SPIRIT in employees.
The above-mentioned points should be implemented and taken by the HR MANAGER while taking management into confidence.
I am not an expert in HR. Kindly correct me if I am wrong.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
In short and sweet, it is the responsibility of HR to analyze the existing culture and formulate employee/organizational-friendly policies while correlating with business objectives/organizational goals to be achieved within a stipulated time frame. This needs management's approval. Unless the management is led by a VISIONARY LEADER, the HR manager will have a tough time getting their policies approved.
An environment promoting a LEARNING CULTURE supporting EMPLOYEE STAGE-WISE DEVELOPMENT is the foundation for being rated as the BEST ORGANIZATIONAL CULTURE.
An employer must be known for its RECRUITMENT STRATEGIES and should get certified as an EQUAL OPPORTUNITY EMPLOYER, thus promoting TALENT MANAGEMENT and SUCCESSION PLANNING.
The organization must promote LEADERSHIP SKILLS in employees and many more skills that should drive the organization's success ratio.
I believe there is a lot more to share about establishing an environment that practices a DISCIPLINED LIFESTYLE, EFFECTIVE COMMUNICATION ACROSS THE HIERARCHY LEVEL, INTERPERSONAL SKILLS, and BALANCED WORK CULTURE where adequate care is taken to help employees work under stressful conditions without getting exhausted.
No scope for EGOISM, UNBIASED DECISION-MAKING PROCESS, or ABNORMAL BEHAVIOR by Superiors.
To inculcate a TEAM-BUILDING SPIRIT in employees.
The above-mentioned points should be implemented and taken by the HR MANAGER while taking management into confidence.
I am not an expert in HR. Kindly correct me if I am wrong.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
An organization is composed of 'management' and '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) workplace 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'.
The 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
Acknowledge(0)Amend(0)
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'.
The 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
Acknowledge(0)Amend(0)
Thanks, Skhadir and Bhatia for the important share. Throughout the whole discussion, what can be summarized is:
ORGANIZATIONAL CULTURE - a 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
Acknowledge(0)Amend(0)
ORGANIZATIONAL CULTURE - a 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
Acknowledge(0)Amend(0)
The idea of culture for an organization 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 stretches it into different job profiles of different departments should become the crux of organizational 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
Acknowledge(0)Amend(0)
madhu4ratna
From India, Bangalore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.