Impact of organizational culture on the                  management of HR

   

                                                         Figure 1: Strategic Human Resource Management

 Introduction

Developing a good corporate culture necessitates considerable effort on the part of human resources (HR) managers because of the increasing number of mergers and acquisitions in the twenty-first century. As human resources professionals must establish a company culture that accommodates these developments it is important to consider as many unique areas as possible to successfully cultivate a positive working environment (Nasir, 2017).

 

                                                

                                                                  Figure 2: HRM Organizational culture

 

A few of the unique areas under the concept of culture are as visually illustrated. These are considered the generally spoken and looked into areas under the vast topic of organizational culture. However, with the ever so evolving societies, new concepts are now on the rise as fields deeply connected with the human resource of an organization. A few of such topics are discussed below,


Essence of People

Increasing labor market participation and equality for historically disadvantaged groups, including ethnic minorities and people with a disability are the current most focused areas of HR (Aires, 2018). With the growing awareness and understanding the general public gets of the ethnic minorities and individuals with disabilities, the more they are willing to accept them as a part of society. It was quite evident in the past that they were often looked down upon, faced with racial discrimination, and bullied for reasons that are beyond them. Now there are many acceptance groups and ongoing movements to bring awareness along with special talent acquisition to those who are being judged to have a chance to make an earning. Especially the differently-abled individuals and individuals with impairments such as down syndrome and autism are now engaging in jobs that fit their lifestyles (International Labour Organization, 2010).


Building up the women empowerment

                           

                                                                   Figure 3: women empowerment

 

Aiding to this the slow increase in women’s participation in traditionally male-dominated high-status work has similarly shown to be a strategy for the HR field (Stamarski and Son Hing, 2015). The relevance of cross‐national research for understanding gender stereotypes and pathways to reduce gender inequality is currently being discussed largely by many. There could be certain differences between the capabilities of a man and a woman which would determine the status of working capabilities however the main focus which can be taken is the women who did not participate in many employment have now taken the initiative to step out and work in the labor force (Chung and van der Lippe, 2018). The perfect example which we could see of this in the Sri Lankan context is the recently appointed first female DIG.

Conclusion

Organizational culture has a huge impact on human resource practices by encouraging organizations to invest in, grow, and renew their employees (Chan, Shaffer and Snape, 2004). It is possible that a versatile corporate culture can help human resource management practices by broadening opportunities for employee growth and offering them independence and responsibility and authority, while a participatory culture emphasizes cooperation, interactions, and honesty, all of which encourage employees to join forces on challenges. The consequences of human resource management when procedures are aligned with corporate culture may be optimized. Organizational culture may be used by leaders to facilitate and disseminate sound human resource practices and methods (Osibanjo and Adeniji, 2013).

 

Reference list

Aires, B. (2018). Labour market inclusion of people with disabilities International Labour Organization (ILO) Organization for Economic Co-operation and Development (OECD). [online] Available at: https://www.ilo.org/wcmsp5/groups/public/---dgreports/---inst/documents/publication/wcms_646041.pdf.

Chan, L.L.M., Shaffer, M.A. and Snape, E. (2004). In search of sustained competitive advantage: the impact of organizational culture, competitive strategy and human resource management practices on firm performance. The International Journal of Human Resource Management, 15(1), pp.17–35.

Chung, H. and van der Lippe, T. (2018). Flexible Working, Work–Life Balance, and Gender Equality: Introduction. Social Indicators Research, [online] 151(2), pp.365–381. Available at: https://link.springer.com/article/10.1007/s11205-018-2025-x.

CIPD (2019). Changing world of work: implications for HR | Reports. [online] CIPD. Available at: https://www.cipd.ie/news-resources/reports/hr-implications-changing-world-work [Accessed 19 Mar. 2022].

International Labour Organization (2010). Skills and Employability Department Disability in the Workplace: Company Practices. [online] Available at: https://www.ilo.org/wcmsp5/groups/public/@ed_emp/@ifp_skills/documents/publication/wcms_150658.pdf.

Mark, J.A. (1956). Measurement of Job Performance and Age. Monthly Labor Review, [online] 79(12), pp.1410–1414. Available at: https://www.jstor.org/stable/41844745 [Accessed 19 Mar. 2022].

Nasir, S. (2017). Emerging Challenges of HRM in 21 st Century: A Theoretical Analysis. International Journal of Academic Research in Business and Social Sciences, [online] 7(3). Available at: http://hrmars.com/hrmars_papers/Emerging_Challenges_of_HRM_in_21st_Century.pdf.

Osibanjo, A.O. and Adeniji, A.A. (2013). Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities. Journal of Competitiveness, [online] 5(4), pp.115–133. Available at: https://www.cjournal.cz/files/154.pdf.

Stamarski, C.S. and Son Hing, L.S. (2015). Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in Psychology, [online] 6(2). Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4584998/.

United Nations (2018). Home | United Nations. [online] Un.org. Available at: https://www.un.org/en/.

University of Minnesota (2016). 1.1 What Is Human Resources? [online] Umn.edu. Available at: https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-resources/.

 

Comments

  1. ChamindaApril 5, 2022 at 7:53 AM

    Dear your topics are very valuable for the company it's impact of the top management level and bottom management joining factor it's any organisation succeed things .because all manager is be a hrm manager. It's I see organization culture on the management .best wishes

    ReplyDelete
  2. H.M.W.IRESHA MBA24April 5, 2022 at 8:35 AM

    Thank you

    ReplyDelete
  3. Dilini MBAApril 5, 2022 at 9:15 AM

    This is a very important topic as organisational culture affects all aspects of an organisation. When the company culture is aligned with employees, they feel more secure, supported and valued. HR plays a major role in maintaining the culture within the organisation. Good article! All the Best!

    ReplyDelete
  4. ShashithaMBA24April 5, 2022 at 9:15 PM

    Valuable article for any organisation HRM. You have clearly explained essence of people and building up the women empowerment. HRM is responsible for better role in maintaining /organising the culture within the company. It's directly impact for the organizational development as well. Good luck

    ReplyDelete
  5. Sachini GamageApril 5, 2022 at 10:05 PM

    Very Valuable topic to discuss. As you mentioned in this article Employees feel more safe, supported when the corporate culture is aligned with them. Nice piece of writing. Good Luck Iresha!

    ReplyDelete
  6. Anushka RodrigoApril 6, 2022 at 8:11 AM

    Nowadays, gender equity is the main topic in many organisations. Organisation culture is the foundation. To treat all employees in same way, management has to be ready for it. Where HRM has run main role.

    ReplyDelete
  7. Venushka BandaranayakeApril 9, 2022 at 8:07 AM

    Organizational culture is very important for an organization when large set of individuals work towards a common goal. HR has to pay attention on developing organizational culture. This is directly affecting the image of the company. Good Luck.

    ReplyDelete
  8. Niluke SirimannaMay 3, 2022 at 10:42 AM

    Before applying, the applicant will consider the company's culture. Maintaining healthy organizational culture is thus one of the organization's primary tasks. This is critical not only to recruit new employees, but also to keep existing ones. One of the most important measures of employee satisfaction is an organization's culture. good article

    ReplyDelete

Post a Comment

Popular posts from this blog

HOW GLOBALIZATION EFFECT ON HUMAN RESOURCES MANAGEMENT.

Image
  HOW GLOBALIZATION EFFECT ON HUMAN RESOURCES MANAGEMENT.   Introduction Globalization does indeed have benefits for human resource management practice in general. Globalization, according to some, increases demands for taking the best, a transferable set of HRM practices that may spread over the world. It is a force that affects individuals in all places throughout the world. In the age of globalization, there is a potential to enter new markets, increase job prospects, and pay greater wages to competent workers. The difficulties are considerable. To be successful, organizations must deal with a mature workforce, as well as attract, integrate, and sustain multicultural personnel pools, as well as human rights and business practices. The gap between demand and availability of talent is set to expand, particularly for highly trained personnel and the next generation of company executives. The major objectives of global human resources include worldwide staffing and ...
Read more

The employees Learning curve how affects HR

Image
  The employees Learning curve how affects HR Figure1: employee learning curve INTRODUCTION  Learning curve is  a concept that graphically depicts the relationship between the cost and output over a defined period of time, normally to represent the repetitive task of an employee or worker . Organizational learning has been recorded as very important and critical in order to make the needed outcomes and the processes in a clear and descriptive manner. Along with this fact, Organizations are making the motivation of the employees in learning different things and maintaining their knowledge level for better performance (Cameron, 2008) .                                       Figure 2: organizational Learning and knowledge management.  Source:  (DifferenceBetween.com, 2022)   There are different modes of learning in organizations (Mitchell & Lar...
Read more

Emotional Intelligence and Employee Satisfaction impact on HR

Image
  Emotional Intelligence and Employee Satisfaction impact on HR                            Figure 1: Emotional business intelligence Source:  (Techjockey, 2022) INTRODUCTION Emotional intelligence can be put with simple words as the ability to understand others to make positive decisions in managing the needed decision making. As the thinking applications and emotions are released at a positive level, the need and want to practice this in daily operations is a need (MacCann, et al., 2020; Raghubir, 2018) . Employee job satisfaction is a critical fact in the organizations and it needs higher consideration in outcome generation as it makes the performance management in the organization as well (Wen, et al., 2019) . Thus, employee job satisfaction is needed  in organizational settings (Sudibjo & Sutarji, 2020) .                       ...
Read more