HRM role in Organizational Culture Change

A company must adapt to culture change since employee's have more expectations, Society influence on employees and also government regulations impact on culture. HRM must create strategies to keep management and employees stay in good relationship which keep employees engage in the work with job satisfaction.

Management thinks about creating goals and how to achieve the goals at the same time employees complete the work which should be done to achieve goals. HRM focus on both the management and employees whether the company goals achieved and employees doing their job with satisfaction. HRM need to change company culture which suitable for the company to achieve goals and satisfy employees. Employees are used to same belief and behavior pattern for a long time which is a challenge HRM to implement a new culture to the company. HRM not only need to create new goals and policies but also need to importantly focus on changing employee's mindset. While focusing on employee's mindset HRM should identify which makes employees to resist the cultural change.

HRM should provide benefits to the employees to involve with new cultural change which will boost employees towards change. HRM should have fun events to make employees feel happy and giving rewards for employees to achieve change goals. Fun events and rewards keep positive work culture rather than focus on giving punishment to employees who resist to change. HRM must communicate with employees before implement culture change and in process of culture change which makes employees understand about the change and support to the change.

HRM has to handle employee performance report which give employees score for being team related person rather than giving scores only for individual related performance. If the company employees wish to send and receive messages quickly between employees and management, but the management communicate messages from top to bottom which makes the communication process slow. In this situation management and employees need to join and work together to create a successful culture change.  

HR need to include in the process of company decision making. Include HR in decision making helps to get ideas about management goals and manage employee's needs which satisfy employees. HRM need to convey message about the outcome of new culture implement in the company to employees. The new culture implementation should give a good impression to employee's career and employee's life. When employees identify improvement in employee's career and life it will boost employees to actively engage in the new culture change.

HRM can implement new change culture as well as updated change culture. updated culture must include its vision statement, mission statement, recruitment process and training process. HRM can use strategy of use culture related questions in interview and identify which areas should be improved in those employees change process. Asking questions and feedback from employees regarding the new culture change will give information of employees lacking areas. HRM need to focus on those lacking areas and need to give proper training to improve their skills and behaviors related with culture change inside the office. HRM has to conduct surveys regarding new culture and need to focus on getting better outcome of the company's new culture change. HRM is achieving its goals through balancing management goals and employee's feelings.

References

Andrea Boatman, HR's Strategic Role in Organizational Culture Change, Available at: https://www.aihr.com/blog/organizational-culture-change/#:~:text=HR's%20role%20in%20organizational%20culture%20change&text=Senior%20leadership's%20priority%20is%20setting,company's%20goals%20and%20employees'%20needs., Accessed on 4th April 2024.