The role of HR in shaping organizational culture

The role of HR is not just hiring and developing employees suitable for the organization. They are also responsible for providing a better work culture, paying good wages and training them to be high-performing professionals. Today’s dynamic and competitive world makes organizational culture one of the critical factors for the business. Though the human resources management colleges in Tamil Nadu focus on providing theoretical knowledge, it is necessary to be aware of how corporate culture determines how well employees can work and collaborate. In this article, you can find the importance of organizational culture and the role of HR in this reshaping of culture.

Let’s start with what is organizational culture change.

This is a challenging task for HR professionals. Organizations and businesses must inherit common attitudes, beliefs, and presumptions that may change over time. There is more to changing the culture that is prevalent than merely creating new objectives, procedures, or guidelines. It involves changing perspectives, which, together with other internal elements, implies that there will be barriers and pushback to a change in the workplace culture.

What is the role of HR in this organizational culture?

Maintain good relationships

• HR and corporate culture: With the complexity of the scenario, they have the responsibility of taking into account every step of the employee phase, including hiring, onboarding, policy creation, learning and development, and all other activities involving personnel. The CEO is at the top of the corporate culture hierarchy and is responsible for how the company is run and how its people are treated. HR is frequently in charge of changing the corporate culture, but doing so needs support and commitment from all organizational levels.
• HR and employees: In company culture, HR’s job is to sustain relationships with workers. They can assist them in better understanding what makes their organization unique because they are the ones who understand who the staff members are. Making sure that everyone in the organization feels appreciated and engaged is the responsibility of HR. In order to ensure that defined objectives match with intended behaviours and regulations, HR plays a crucial role.

Retention of talents:

It is HR’s responsibility to take the initiative, listen to what workers need, and identify solutions to malfunctioning systems. Employee retention rates are significantly higher when HR successfully cultivates a friendly and inclusive workplace culture, resulting in a workforce of people who genuinely connect with and embrace the company’s best qualities. With recent happenings like the layoffs, retention of talent has undoubtedly gained attention. Businesses can learn from the layoffs that workers are aware of workplace misconduct and abuse and are calling for stronger regulations and officials who can enforce them. As companies navigate these challenges, having a workforce equipped with skills nurtured by the best B-schools in Sivakasi can contribute to effective leadership and ethical management practices.

Feedback and engagement tools:

While HR performs a variety of tasks for various departments of the firm, their primary responsibility for developing a positive workplace culture is to use feedback systems. Managers utilize HR to give directives and enforce policies, as well as to receive recommendations and complaints from staff members. They work in collaboration with managers to convert the culture vision into practical actions and outcomes. They draw links between the behaviours that define a culture and how it expresses itself in people, for example, in hiring, promotions, and awards.

Recruiting the right candidates:

HR has an active role in the hiring of individuals that establish the culture of the business. They can achieve it through being intended in the way they screen applicants and employ recruiting techniques. With the impact of technology and tools on the recruitment process, HR must make sure that the correct applicants are chosen who can fit in with the company culture.

HR role in settling with new employees:

For new employees, the HR department acts as their point of entry into the company. They have the chance to express the company’s values and standards to fresh employees directly during the recruitment and orientation procedures. They can assist employees get up to a good start in developing relationships that support and align with the company’s values by setting the foundation. This is one of the responsibilities of an HR to exhibit the desired cultural behaviour. It should act as the primary force behind creating and enacting the corporate culture.

Conclusion:

In the modern workplace, having a positive, innovative, and creative organizational culture is becoming crucial. However, HR professionals typically struggle with reshaping, particularly when it comes to influencing people’s attitudes and mindsets. MBA graduates should be able to future-proof their company by creating an innovative, knowledge-sharing, and healthy culture. To do this, you must stand back and consider the wider picture. Second, they need to identify the areas of improvement not in just a team but in an organization which creates a great influence on how an organization treats their employees. Thus, the MBA business schools in Tamil Nadu need to be aware of the changing demands of the industry and the growth of HR positions.