HOW ORGANIZATION CULTURE EFFECT ON HUMAN RESOURSE MANAGEMENT

 

HOW ORGANIZATION CULTURE EFFECT ON HUMAN RESOURSE MANAGEMENT

 

Introduction

Due to technological advancements, the world is changing at a rapid pace, as are organizations and work cultures. Today's organization is characterized by numerous opportunities and challenges for managers and decision-makers. Culture is primarily dynamic, and it is critical to comprehend this dynamism in order to achieve organizational goals.

Organizational culture, in terms of the relative ordering of beliefs, values, and assumptions, provides an opportunity and broad framework for the development of human resource management skills in an organization. Many human resource management scholars have proposed that the various aspects of organizational culture influence the workforce's values, beliefs, and assumptions. And also organizational culture is how leadership tends to, cultivates, or takes care of its business, stakeholders, and employees. Culture can be defined as the consistent organizational behaviors of employees and leaders (norms) Magee (2002).

Organizational culture makes it easier to achieve an organization's strategic goals, attracts the right employees, and makes those who don't fit stand out. Customers and key stakeholders are also marketed to. Organizational culture frequently matches the underlying principles of the organization and immediately reflects the organization's leadership. The culture may be seen in how decisions are made – whether top-down or bottom-up – and if employees are comfortable expressing independent thoughts and feelings without fear of being criticized. It shows itself through its benefit schemes and if employees are acknowledged and rewarded for exceeding expectations at work, Martins & Terblanche (2003).

Ways of HRM Deal with Organization Culture

  • ·         Align Recruitment With Your Goals - The people you hire and how you hire them will have an enormous impact on your company’s culture, and HR should align their recruitment practices with the organization’s core values.
  • ·         Taking the Lead on Culture – The easiest method for HR to impact business culture is to take an active role. HR executives should collaborate with the leadership team and stakeholders throughout the organization to analyze present corporate culture, identify possible gaps or opportunities, and develop a strategic plan to align the organization's culture with its values and goals.
  • ·         Use Strategic Compensation and Reward - A competitive compensation scheme is vital for creating a culture where employees feel valued for the work they do.
  • ·         Practice What You Preach - The HR department should act as a role model within a company, embodying the behaviors and values that the organization wants to promote. 
  • ·         Keep Leaders on Track - Human resources experts are responsible for bringing the business culture to the forefront by reminding executives of the influence their decisions have on employee morale and engagement, as well as how critical it is for the firm to operate in accordance with its values.

 

Conclusion

Organizational culture has a huge influence on how your firm handles work and business, its brand, and whether or not it meets its organizational goals. HR executives are also aware that they are influencers and change agents in the creation of company culture. Most significantly, HR recognizes which HR activities would be most useful to its organization based on its present culture or the culture to which it aspires.

References

  • ·         Kotter, E. H., & Heskett, O. K. (1992). Culture: The Missing Concept in Organizational Studies. Administrative Science Quarterly, 4(2), 229-240.
  • ·         Magee, K. C. (2002). The Impact of Organizational Culture on the Implementation of Performance Management. Doctoral Dissertation
  • ·         Martins, E. C., & Terblanche, F. (2003). Building Organizational Culture that Stimulates Creativity and Innovation. European Journal of Innovation Management, 6(1), 64-74. http:// dx.doi.org/10.1108/14601060310456337
  • ·         https://www.asiapacific.edu/blog/how-organizational-behavior-human-resource-management-are-related/
  • ·         https://www.youtube.com/watch?v=jJW2RDOAv7k


Comments

  1. ShiblyMay 4, 2022 at 9:01 PM

    Well explained. Cultural fit is very important if not it would be very difficult to manage the employees

    ReplyDelete
  2. Pasan NanayakkaraMay 6, 2022 at 9:25 AM

    Unlike in the past, a diversified work force can be seen in today's organizations and as a result a dynamic work culture can be seen in an organization. The importance of HRM in managing such culture is clearly shown in this article. I have learned a lot on how an organization deal in managing a good work culture. Great article.

    ReplyDelete
  3. HasithaMay 7, 2022 at 7:14 PM

    Good article. Organisational culture will change the whole business & growth as well.
    You have described them well.
    All the best !!!

    ReplyDelete
  4. HasithaMay 7, 2022 at 7:14 PM

    This comment has been removed by the author.

    ReplyDelete

Post a Comment

Popular posts from this blog

HOW TRAINING & DEVELOPMENT EFFECT ON HUMAN RESOURCES MANAGEMENT

Image
  HOW TRAINING & DEVELOPMENT EFFECT ON HUMAN RESOURCES MANAGEMENT Introduction One of the most essential role of Human Resource management in any firm is training and development. The goal of this Training is to improve employees' abilities, behavior, and expertise by introducing them to new ways of conducting work. Employee training and development helps to update employees' skills and knowledge for doing a job, which in turn increases their work efficiency and an organization's production. It guarantees that employees' oddness or eccentricity is eliminated, and that learning or behavioral change occurs in a fairly organized manner. Training and development, often known as learning and development, are formal continuing educational activities aimed to help personnel achieve their goals and improve their performance (Jelena 2007). In human resource management, employee training and development is described as a system utilized by a company to enhance the abiliti...
Read more

HOW COMPENSATION AND BENEFITS EFFECT ON HUMAN RESOURSE MANAGEMENT

Image
  HOW COMPENSATION AND BENEFITS EFFECT ON HUMAN RESOURSE MANAGEMENT Introduction Companies are facing more challenges than ever before, partly in response to a rapidly changing economy and increased market competition. Organizational flexibility is a critical success factor, as highlighted in the current global pandemic (Covid-19). Furthermore, good governance and effective management will help organizations to overcome some of these challenges. Because human capital is so important in every firm, implementing an effective compensation and benefits (C&B) strategy is important (Bhattacharyya 2009). Compensation refers to the monetary remuneration that employees receive in exchange for their labor, which can take various forms such as fixed or variable salaries, whereas benefits refer to the value provided to employees in addition to compensation. With employee engagement becoming increasingly essential, firms must consider non-monetary incentive...
Read more