Organizational Culture and Human Resource Management

 Organizational Culture and Human Resource Management

Aspects of controlling and forming the work environment that are closely related are organizational culture and human resource management (HRM). An organization's common values, beliefs, attitudes, and actions are referred to as its organizational culture. HRM, on the other hand, deals with managing people inside a business and includes things like hiring, training, managing performance, and employee relations.

                                           Webster D (2022)

Here are some key points that highlight the relationship between organizational culture and HRM

• Recruitment and Selection

The recruiting and selection process is frequently impacted by the organizational culture. To foster a peaceful and cohesive work environment, HR experts must make sure that new recruits are in line with the company's culture.

Some hiring practices to ensure cultural fit include:

Looking at each piece of the organization's vision, mission and values statements. Interview questions should hone in on behaviors that complement these areas. For example, if the organization works with a lot of intensity, then job applicants should display that natural intensity to be considered for hire.
Conducting a cultural fit interview. Ask questions that elicit comments about organizational values such as honesty or integrity. If a candidate's description of the worst place he or she ever worked sounds just like the organization where he or she is interviewing, the candidate probably will not be successful.
Leaving discussion of company culture for later. Do not tell candidates about culture up front. First, listen to what they have to say about their experiences and beliefs. This tactic will reveal more candid responses to help determine whether they are a fit for the organization.
Making sure at least three people are involved in the hiring process. Different people will see and hear different things. These varied perspectives give a clearer understanding of the person being considered for hire.

SHRM Website

• Training and Development

HRM uses development and training initiatives to play a vital part in creating and maintaining the corporate culture. To assist staff members in comprehending and adjusting to the standards and values of the company, training programs may incorporate cultural orientation.

• Performance Management

It is crucial to match organizational culture with performance management systems. HRM procedures, like performance reviews and feedback systems, have to align with the organization's expectations and cultural values.

• Communication and Collaboration

Effective communication inside the company is facilitated by HRM. Promoting and maintaining the intended organizational culture is made easier with the use of collaborative tools and clear communication lines.

• Employee Engagement

Enhancing employee engagement should be the main goal of HRM initiatives since motivated workers are more likely to uphold and advance the culture of the company. This entails establishing an environment at work that is supportive of dedication and employee satisfaction.

• Change Management

When it comes to managing organizational transformation, HR specialists frequently play a critical role. They have to take into account the current culture and come up with plans that fit in with it so that the transition goes more smoothly.

          7 R’s of Change Management

For proper impact assessment and understanding of benefits to risk, these seven questions should be asked.

• Who RAISED the change?
• What is the REASON for the change?
• What is the RETURN required from the change?
• What are the RISKS involved in the change?
• What RESOURCES are required to deliver the change?
• Who is RESPONSIBLE for the build, test and implementation of the change?
• What is the RELATIONSHIP between this change and other changes?

Simplilearn (2023)

• Leadership Development

It is crucial to develop leaders who comprehend and represent the organizational culture. The                goal of HRM initiatives like leadership development courses should be to produce leaders who                can successfully traverse and impact the culture.

• Conflict Resolution

HRM is in charge of handling disputes inside the company. When handling disagreements, HR professionals can better align their actions with the organization's values by having a thorough understanding of cultural dynamics.

• Retention and Turnover

Strong organizational cultures tend to draw and keep workers who share their values. The organization's culture should be preserved in the design of HRM procedures, such as staff retention initiatives.

• Cultural Audits

HRM has the ability to carry out cultural audits in order to evaluate how well the intended culture and the current culture correspond. This entails assessing HR procedures and how they affect the culture of the entire company.

Conclusion

Organizational culture is shaped and maintained in large part by HRM. HR specialists help to create a productive and happy work environment by coordinating HR procedures with the organizational culture.

References

Webster D (2022) - https://www.youtube.com/watch?v=fXHnU3eI6sY

SHRM Website - https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understanding-developing-organizational-culture.aspx#:~:text=An%20organization's%20culture%20defines%20the,employee%20perceptions%2C%20behaviors%20and%20understanding.

Simplilearn (2023) - https://www.simplilearn.com/7-r-of-change-management-article