How Does HR Shape and Strengthen Your Company's Culture Every Day?

The Role of HR Management in Organizational Culture

HR Management plays a crucial role in shaping and maintaining an organization's culture. HR is responsible for defining and promoting the values, beliefs, and behaviors that make up the organization's culture. They establish policies and practices that reflect the organization's culture and ensure that these are communicated and upheld throughout the organization.

Additionally, HR is involved in recruiting, hiring, and training employees who align with the organization's culture, thus reinforcing it at every level. Furthermore, HR is instrumental in fostering a positive work environment, promoting employee engagement, and addressing any cultural issues that may arise. Overall, HR Management is a key driver in cultivating a strong and cohesive organizational culture.

Purpose of Developing an Answer for Your Topic

What is the major purpose of developing an answer for your topic? Are you going to practically implement the strategies supporting the establishment of an organizational culture that leads to overall organizational development, including employee standards?

With profound regards,

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

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 an emphasis on all those processes which help in improving organizational performance. To count a few, the examples include:

- Workplace safety & comfort
- Availability of the right tools to enhance productivity
- Existence of processes such as Goals/KRAs setting (for teams/individual employees)
- Performance-linked incentives
- Rewards & recognitions
- Alignment of skills & competencies to the business requirements
- 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 theoretical understanding of the term 'organizational culture', but an introduction to some of the parameters which help in establishing this culture across the organization.

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 -

• Characteristics of Organizational Members
• Organizational Ethics
• Employment Relationship
• Organizational Structure

The Importance of Top Management in Organizational Culture

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.

Regards,
madhu4ratna