Integrating HR with the Organizational Culture

Integrating HR with the Organizational Culture

Organizations have unique cultures that influence how people behave and perform their daily tasks based on set standards. An organization’s culture determines what is normal and what is regarded as off-limits in an organization’s day-to-day running. Culture exists in values and beliefs, including written directives, mission statements, and internal procedures that influence employees’ behavior. Well-managed companies have cultures that align with their strategies, such that employees are engaged and guided toward the attainment of organizational goals. For instance, companies like Scripps and Google are innovation-oriented. As a result, their operational strategies are designed to reward employees who create new ideas, whether such ideas succeed or not. Our assignment writing services will allow you to attend to more important tasks as our experts handle your task. Get in touch with us at eminencepapers.com.

Organizations that integrate HR with organizational culture offer employees a chance to influence organizational culture. Employees may not necessarily influence the organization’s culture, but their voice is considered when creating strategies (Crews & Scherron, 2013). When employees are engaged, they feel important in the organization and hence are dedicated to achieving organizational goals. For instance, Scripps has a strong HR culture. The company incorporates HR in designing strategic goals and efforts. Even when the company merges with other companies, the human resource management works to ensure the culture of the two companies aligns with each other. In essence, Scripps’ employees actively participate in influencing the company’s strategy. In the end, employees feel like part of the organization and can influence organizational growth.

Another facet of HR and organizational culture integration is reflected in an organization’s human resource asset benefits. Employers that compensate their staff competitively enhance the productivity of their employees and the retention rate (Crews & Scherron, 2013). Besides, providing employees with a generous parental leave package creates a culture that supports employees who get newborns. The organization creates a positive reputation in the long run, thus attracting new employees and retaining the current workforce. Also, embracing remote working will significantly change how the organization judges performance. The culture changes such that productivity is based on the outcome instead of judging performance based on total working hours.

Scripps and UPS have integrated employee compensation with organizational culture. For instance, top-level managers at Scripps are paid according to performance. As a result, base pay increases, annual incentives, and long-term incentives are all based on the managers’ performance. The model is beneficial since it encourages employees to work hard and be aware that their compensation will be based on performance rather than their position.

Another facet of HR and organizational culture integration is effective communication. Organizational communication revolves around linking employees with the objectives of the business (Bratton & Gold, 2017). For instance, the company I worked for used various channels to communicate objectives and workforce challenges with its employees. One of the reliable channels relied upon is the internet. Another effective channel used by the company to communicate is the company’s code of conduct. HR managers and employees regularly review the code of conduct with employees. While at it, they identify the ethical issues they may face and look for a way to solve the issues. Additionally, the company’s managers create code of conduct reports to answer some of the ethical issues that arise throughout the year.

In summary, integrating HR and organizational culture enhances organizational performance in many aspects. One critical benefit is that it offers employees a chance to create company culture through strategy formation. Another facet is that it drives compensation and benefits packages within the company. Also, the process familiarizes employees with organizational goals. Overall, integrating HR with organizational culture drives positive employee behavior and performance.

References

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice (6th ed.). Palgrave Macmillan.

Crews, D., & Scherron, R. (2013). Aligning culture with human resource strategies. International Journal of Business and Social Science, 4(15).

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Integrating HR with the Organizational Culture

Read HR, Culture, and Business Results Success at Google, Scripps, and UPS PDF and answer the questions in essay format. Be sure to follow APA guidelines and write your paper in essay format, not as a question and answer. Note that while your case is talking about Scripps, Scripps is part of Discovery, and you will want to answer the case questions with information about Discovery.