Organizational Culture

Organizational Culture

What is Organizational Culture….

It’s a process the members can share their solutions , ideas , new innovations , beliefs & values , which controls how the members behave in the organization. These sharing information can influence strongly through the people to the organization & order how they perform the job , how they dress etc.

Organizational culture & HR practices

Organizational performances & stability can be affected HR practices such as selection, recruitment , training , developing employees , creating organizational goals. Organizational culture can be develop by employee behavior & the values that creates. But HR practices have power to force the organizational culture through employee behavior & values. To increase the organizational business, above HR practices , good thinking patterns , creating values would be very helpful.

Role of HRM in organizational culture

Human Resources are the main link of the organization culture & they have a huge role to play because employees are work for the organization. The employees have power to improve the organizational culture. But the main thing is , if they want to change any thing else to their culture it has to be done through & by the employees.

Types of Organizational culture

All organizations are different & different organizations have different cultures. It means many organizations have different types of cultures & they are unique for the own organization and created by group of employees or team.

We can identified through the following diagram how four organizational cultures compete with each other.

Based on the above parameters, we can divide organizational culture in to four categories;

·         The clean culture

It based on collaboration & main values to be team work , communication etc..

·         The Adhocracy culture

Totally based on energy & creativity

·         The Market culture

It targeted mainly the dynamics of competition & achieving the best results.

·         The Hierarchy culture

It founded on structure & control

HR Duty when influencing to the company culture

To safe guard the organizational culture HR has to play a major role & give their fullest support to keep the organizational culture as past. According to SHRM if organization has good performance , profit & productivity definitely there should be a good organizational culture.

Finally we should identified that most things of the organization depend on their corporate culture such as brand reputation , customer service , work engagement & moral of the staff , trustworthy of customers. The leaders should identified that the important of the culture to the organizational internal & external parties & they have to take periodically evaluation regarding the organization culture.

Reference :

https://study.com/academy/lesson/what-is-organizational-culture-definition-characteristics.html

https://www.runmeetly.com/four-types-organizational-culture

https://www.adp.com/spark/articles/2017/06/5-ways-hr-impacts-company-culture.aspx

Impact of Globalization on Human Resource Management

What is Globalization….

It’s a process of integration & interaction in between human , various types of companies ,  state of different kind of nations & the process will be work out through information technology, international trade & investment. It directly effects on cultural behaviors, environment, economy, political systems on countries & physical fitness or well being on human in nationals all over the world.

What is Globalization in HRM....

We can clearly identify , If an organization extends their business operation to a foreign shore & the effects of globalization on HR development & management procedures will extend to both current workers & same to new employees . HR people have to change their practices & thinking pattern accordingly to face cultural differences , foreign regulations & information technology developments. How ever HR dept. need to assist the current staff if they transfers to overseas for new job positions.

Globalization & Human Resource challenges

·         Diversity Recruitment

All kinds of organizations are connecting with customers & stakeholders  from various types of cultures , social backgrounds & languages. So the organization should recognize the value of having people on staff that their customers can relate to & to absorb the range of ideas & influences within the organization.

·         Professional Development

      To create a win – win situation professional development is very important to globalization. On the other hand the organizations benefits from the added skills & the employees take advantages of professional development programms. 

·         Training

By focusing global  market & diversified business units, the employees within the organization should have a  good training , knowledge about the competitors & their customers.

·         Language capabilities

Existing staff should have to learn new language or else they have to hire foreign employee to the staff. It will increase the cost of business.

·         Cultural Difference

Within the competition in the market , a diversified employees have capability to attract & retain a huge & strong customer base with increasing the globalization. Employees to be very familiar with & understand the other cultural background to promote organizational diversity

When facing globalization we can identified following strategic relevant to HR

·         Gathering more knowledge of various & diverse cultures.

·         Developing compensation programs & identifying local needs.

·         Studying & understanding the impact of labour laws & other national regulations.

·         Creating a learning culture of different management practices.

·         Building strategic developments to enhance business volumes.

References  :

https://www.globalization101.org/what-is-globalization/

https://smallbusiness.chron.com/effects-globalization-human-resources-management-61611.html

       https://www.slideshare.net/globalization-and-human-resource-challenges

The Role of HR in Ethics

Definition of Ethics

We can defined ethics as a code of morals practiced by a person or group of people OR ethics is a system of moral principles. Ethics is concerned , what is good for individuals & society and is also described as moral philosophy.

As an example ethics is a the code of conduct set by a business

What is Ethics in HR

It basically confirms between the moral obligations of the employer towards employees to fair justice. Areas of HR ethics basic human rights , civil & employment fight.

Role of HR in promoting Ethics

·         Improve recruitments & selection tests

·         Conduct ethics training

·         Reward & disciplinary system

·         Should be two way communication

·         Measures should be taken for employee safety while working in the organization

How HR & Ethics can work together

HR is totally responsible for main systems & processes which can helps to effective delivery of messages the organization wishes to convey about ethics. How ever through HR we can have an idea, how organizational business run if ethics can be given credibility & aligned to business.

With the experience in the areas such as change management & internal communications & working as a team with those responsible for ethical performances within their business unit HR can helps to connect ethics in to processes such as the employer brand, induction, retention, appraisal, recruitment, motivation, reward, diversity, coaching & training.

In monitoring, HR has to play very important role & should identified how ethical values are aligned. Valuable information about  company’s ethical values , we can provide from staff surveys , appraisals & exit interviews  & we can know how they are embedded, as well as providing ways to evaluate how the ethics programme  is working & whether the company Is living up to its values in practices.

How ever the other way of encouraging the expected ethical behavior pf employees are introducing a reward system for ethical behavior such as promotion , remuneration or ethic award etc, by working together with HR & Ethics function can develop an incentive system to employees for their organization to reward employees who demonstrate ethical behavior.

Ethical Issues Faced by Human Resource

·         Employment issues

·         Cash & incentive plans

·         Employee discriminations

·         Performance appraisal

·         Privacy

·         Safety &Health

·         Restructuring & layoff

It can defined as follows:

Finally employer should solve the ethical issues in HR , to have a good journey with employees & achieve organizational goals & good future aspects.

References:

http://www.bbc.co.uk/ethics/introduction/intro_1.shtml

http://www.ethicalcorp.com/people-careers/ethics-and-hr-departments-need-work-together

http://www.yourarticlelibrary.com/business/ethics/7-ethical-issues-faced-by-human-resource/64101

What is people management……?

Definition

People Management is a method of managing a group of people. It involves to manage both their personal & professional goals in a positive manner & it helps them to perform their best. On the other hand managing people means managing their individual feelings & values, and treating them as individual human beings.

The biggest asset of the company are employees. Employee can either increase the performance of the company or decrease & bankrupt the company. The most difficult part of any manager’s job is People’s management & manager required the followings;

• Lead
• Motivate
• Train
• Inspire
• Encourage

How ever followings are the key components of people management;

• Create

Build a right team structure or work force to build up a good future for the organization

• Comprehend

Understanding the people who make up the organization, the present & the future better

• Communicate

Up & down effective communication channels should be created

• Collaborate

There should be an effective team cooperation & it should be Smarter , Faster & Stronger

• Confront

Within the organization people are different & people management need to optimizing the differences in healthier way.

And also manager’s are responsible for the following functions,

•    Hiring
•   Firing
•   Disciplining
•   Training
•   Evaluating

      People management, also known as human resource management, It includes the tasks of requirements, management, and providing support & direction for the employees of an organization.

      Above tasks can include the followings as well & they can be defined as people management strategies;

    

•          Compensation
•          Performance management
•          Organizational Development
•          Safety
•          Well being
•          Benefits
•          Employee Motivation
•          Communication
•          Administration & Training

    When managing people within an organization, a manager should focus on recruitment of right people & getting the most out of the selected ones.

    Newly recruited personnel must provide their best talent to the organization to meets the needs of the business. The organization must look ahead to how a new employee can be used to their fullest. Getting the most out of an employee means a business has consistent policies and practices  in place to provide its people with appropriate training and development. Employees are involved as partners of the business.

    If manager has good/ positive  behaviors, the employees also go behind the managers & use those good habits & apply them to the work place.

      Behaviors of Good People Manager 

•       Good people managers are likely to lead by examples
•        They try to build relationships with their team members
•          People managers are good motivators, to others & themselves.

      Finally we should identified that there is no secret , people management is exactly one of the most important soft leadership skills of Human resources

Reference:

https://www.fibre2fashion.com/industry-article/2235/what-is-people-management

https://www.makingbusinessmatter.co.uk/people-management-skills-ultimate/#2

https://www.hrtechnologist.com/articles/performance-management-hcm/what-is-people-management/

Employee Relations

Definition

The definition of Employee relations refers to organization’s requirement to increase & manage the relationships between employers & employees. If an organization with a good employee relationship program provides fair & easy treatment to all employees & they will fully committed to their job positions & loyal to the organization. 

OR

It can be defined as those policies & practices which are concerned with the management & regulation of relationships between the organization , individual staff member & groups of staff within the working environment.

The main purpose of the employee relation is to build up strong  relationship between employee & employer through identifying & resolving workplace matters, measuring employee satisfaction & motivation.

However it is a collective relationship between employers & employees & the employee relations includes :

·         Working conditions, pay & benefits

·         Work life balance, reward & recognition

Strategies for effective Employee Relations

·      Create a good work place culture -  Employee want to feel good what they do & where they do.

·      Involving team members to organizational controls – Employee should feel important to the company.

·         Create proper communication structure to know what’s going on

·         Recognition

·         Regular meetings

·         Company events

How can positive employee relations helps for a work place;

 Organization that invest in good employee relations, it can earn more benefits to the organization.

·         Increase the employee loyalty

·         Enhanced staff motivation

·         Reduction of staff turn over

·         Growth & development of organization

·         Reduction of conflicts between employer – employee & employee –employee

·         Employee can enhance their knowledge of company practices

How ever there are some issues regarding the employee relations also can be noticed. They can mentioned as follows;

·         Adequate safety in the work place for the employees

·         Time keeping & attendance issues

·         Leave arrangement disputes

·         Hour & wage issues.

·         Conflict management

If issues arises regarding employee relation, we should know how to handle such issues,

·         Define the problem

·         Let them to express their feelings

·         Acknowledge that a difficult situation exists

·         Find common areas of agreement & there is no matter how small

·         Find solutions to safety needs.

How ever we should stop the issues regarding employee relations & increase the relationship between employer & employee. There are some tips to increase the relationships & the tips as follows;

·         Ask for their suggestions

·         Get information about the team an individual basis

·         Two way communication channels should always open

·         Listen to their opinions / arguments

·         Build relationship on common rules

·         Do not keep distance with  the team & stay with them

Referances

http://study.com

www.managementstudyguide.com

www.hraffiliates.com

http://hr.berkeley.edu

http://gethppy.com

http://small business.chorn.com

JOB DESIGN

Definition

It is the process of work arrangement or rearrangement aimed of reducing or overcoming job dissatisfaction & employee alienation arising from repetitive & mechanic tasks.

Or

It specifies the content of jobs in order to satisfy work requirements & meet the personal needs of the employee, to increasing level of employee engagements.

As a example, if an employee normally doing his/her routine job such as painting, how ever  job area may be enlarged include new tasks such as work planning , inspection, quality control & maintenance.

Importance of the job design

It’s a psychological theory & provides skill variety in job design that will increase job satisfaction & motivation. However it affects to the organization as long as  the employees enjoy the skills & perceives the addition mix of skills to be benefit to the job.

·         Motivation & commitment of employees

·      Employee relation

       Quality of work life

·         Productivity enhancement of organization

·         Special design of organization

·         Competent employee structure

Components of job design

·         Job specialization

·         Job expansion

·         Psychological components

·         Self directed teams

·         Motivation & incentive systems

·         Ergonomics & work methods

Characteristics of job design

·         Skill variety

Workers need  different ideas, skills & abilities when comparing their basic and routine work.

·         Task Identity

This means , when employee can identify & complete a piece of work with a visible output

·         Task Significance

This is the area that the job affects other people’s lives. It means that substantially improves the psychological or physical well being of others than one that has limited impact on anyone else.

·         Autonomy

It clearly said that how much the job gives the employee with freedom , independence & plan their work & the procedures involved.

·         Feedback

If employees can get the information about the work performance of them, they can have a good knowledge about their jobs & what areas to be improved to enhance the productivity.

Benefits of Job Design

·         Employee input

A good job design gives a good job feedback & employee have the option to vary tasks as per their personal , social needs & habits in the work place.

·         Employee Training

Training is a very important part of job design. With the having of training that the employees are well aware about their job demands & how it is to be done.

·         Work / Rest schedules

Job designs clearly defines the number of hours  an individual should have to work

·         Adjustments

A good job designs allows for adjustments for physically demanding jobs by minimizing the energy spent doing the job & by aligning the manpower requirement for the same.

Referances.

www.whatishumanresourse.com 

www.smallbusiness.chron.com

www.coursehero.com

www.superfriends.com

www.managementstudyguide.com