Since it is the staff of the company who accept and enhance a particular culture within the firm,
human resources do have a significant role to play in organizational culture. Any intended change to the
organizational culture must be made by and with the help of the personnel. Recruitment, selection, and
training are fundamental HRM processes that impact an organization's performance and stability. These
activities have the power to affect employee conduct and foster the values that shape business culture.
The behavioral approach describes how people behave or conduct themselves in any circumstance
(Collins, 2021). As a result, the firm would benefit if HR activities positively impacted behavior and
improved positive thinking about organizational initiatives toward the workforce. Employee happiness
and motivation are more likely to be higher in corporate cultures that value employee participation than
they are in those that do not (Boudlaie et al., 2020). Whatever the case, there could be several reasons
why workers choose not to speak up. While some workers may have personal motives like being shy or
uneasy around the management, others may view this as an unnecessary danger.
Figure 1: Organizational Culture and HR Practices
How organizational culture might shape HR practices
The corporate culture is evident at all levels of the company. It is evident in the working
methods that guide the team's day-to-day approach to tasks and in the communication between
management and employees (Roscoe et al., 2019). An organization's culture may be highly
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focused, traditional, collaborative, team-oriented, or possess various other traits. HR executives
should think about the following: HR leaders directly influence corporate culture; thus, it is
possible to quantify organizational culture and utilize that as a gauge for engagement and worker
effectiveness (Boudlaie et al., 2020). Cultures evolve and are shaped by a variety of
circumstances. There are several ways for HR to assess how their organization's culture is
changing and, if necessary, alter its course:
Taking the Lead on Culture
By being proactive, HR may have a simple but effective impact on company culture. To
examine the existing company culture, recognize any discrepancies or strengths, and develop a
strategic plan to align the organization's culture with its values and objectives, HR leaders must
collaborate with the executive team and stakeholders from across the business (Roscoe et al.,
2019). HR must collaborate with leaders from all facets of the organization to put their strategy
into action once a clear vision for the workplace culture has been formed (Collins, 2021).
Consequently, open and honest communication is essential; everyone, at every level, must be
aware of their specific role in bringing the business culture to life.
Figure 2: Ways in which HR can shape ethical organizational culture
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Align Recruitment with the Goals
The company hires people, and the process they use to hire them will significantly impact
the firm's overall culture; thus, HR should connect their hiring procedures with the organization's
guiding principles. For instance, if a firm's culture values inclusion and diversity, hiring practices
might include writing inclusive position descriptions, using "blind hiring" methods to narrow the
field of candidates, implementing unconscious bias training, and allowing for reasonable
accommodations during interviews (Boudlaie et al., 2020). Additionally, it can offer targeted
internships and track diversity hiring data. Additionally, it might be a good idea to change the
corporate culture to make it simpler to entice skilled candidates, especially if they are hiring in
an area with high competition or a market that is in high demand (Collins, 2021). For instance,
one might advocate for the introduction of flexible working as a perk for potential recruits or for
making the teams permanently remote so that the business can access the largest talent pool.
Use Strategic Compensation and Reward
A good remuneration plan is essential for an organization to foster a culture where
workers feel appreciated for their work. Compensation, meanwhile, is about more than pay, and
targeted reward programs can help promote the behaviors that are crucial to the culture of the
business (Roscoe et al., 2019). For instance, if a company wishes to foster a culture of creativity
and learning, it may offer each worker an annual bursary to use for their initiatives or establish a
fund to purchase books so that employees can easily access fresh perspectives (Collins, 2021). If
the workplace culture is fast-paced and demanding, the company might offer catered meals and
other helpful perks, allowing the staff to concentrate on their work (Boudlaie et al., 2020). If the
business is economically friendly and sustainable, it might fund a car-sharing or cycle-to-work
program. An excellent example of this in action is Google. Since their culture is centered on
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excellent performance, they provide a range of immediate incentives for a job well done, from
cash bonuses nominated by peers to trips to Hawaii. Impressive statistics show that 86% of
Google employees are content with their careers.
Keep leaders on track.
Senior executives may find it easy to lose track of how business actions are seen by the
larger organization when they have a lot on their plates. By informing CEOs of their decisions'
influence on employee satisfaction and involvement and how crucial it is for the firm to act
according to its principles, HR experts are accountable for bringing the company culture to the
forefront.
Champion Learning and Development
The need for a staff that is adaptive, forward-thinking, and eager to learn has never been
more remarkable due to the emergence of new technology and the ever-increasing velocity of
change. By promoting professional training across the entire organization, HR directors can
support this. This could involve establishing mentoring and training programs and funding
professional certifications and accreditation for the staff (Collins, 2021). By promoting team-
based collaborative and social learning and enabling on-demand access to digital learning so that
workers can manage their education, HR can guarantee that their teams are always on the cutting
edge by creating a culture that supports ongoing professional development.
Practice What they Preach
The human resources division should be an example within a firm, modeling the attitudes
and principles the business wants to advance. Few things damage a corporate culture as rapidly
as leaders acting contrary to their stated beliefs; likewise, setting a positive example for the rest
of the organization can be transformative (Collins, 2021). Therefore, HR leaders are uniquely
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positioned to influence their firm's culture in both purposeful and inadvertent ways (Boudlaie et
al., 2020). By doing this, they significantly contribute to their coworkers' fulfillment and pleasure
and the company's success. Building solid relationships and trust with the corporate teams is
crucial in light of this. One can support their company's culture and aid in its growth by keeping
their word, paying attention to others, and living up to the ideals daily.
References
Boudlaie, H., Mahdiraji, H. A., Shamsi, S., Jafari-Sadeghi, V., & Garcia-Pereze, A. (2020).
Designing a human resource scorecard: An empirical stakeholder-based study with a
company culture perspective. Journal of Entrepreneurship, Management and
Innovation, 16(4), 113-147.
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2), 331-
358.
Roscoe, S., Subramanian, N., Jabbour, C. J., & Chong, T. (2019). Green human resource
management and the enablers of green organisational culture: Enhancing a firm's
environmental performance for sustainable development. Business Strategy and the
Environment, 28(5), 737-749.