Discuss several areas in which HR can affect organizational culture positively or negatively.
HR affects organizational culture by developing and implementing different policies and procedures in areas like, hiring practices, management relations, compensation, and employee conduct and behavior. When the HR departments make decisions they can have a significant positive and negative implication for the cultural quality of the organization.
As company executives move up the ladder in the organization they get farther away from the “front lines” they don’t have a strong understanding of the culture. It is up to the HR department to educate the top on what is going on with the culture, so that there is a better understanding.
Developing compensation is both a positive and can be a negative to an organization. This is because, the incentive program for sales staff can provide an opportunity to increase their compensation when there is greater productivity. The down side is the sales staff is competing with each other and could lead to deterioration of the team and lower morale.
When hiring if the HR department doesn’t pay close attention to the characteristics of the employee they may be hiring an employee that won’t fit in with the corporate culture.
To ensure proper behavior the HR department must develop a code of conduct. If a code of conduct isn’t strong or if there isn’t one at all employees will see it as given lip service by human resources could lead to a culture of dishonesty and distrust.
What is the process to use for identifying the components of the HR strategic planning process?
The process for identifying the components of HR strategic planning process is first defining organizational strategy and allocating resources towards its achievement. (p38) This is a planning cycle that covers a five year time frame allowing management to consider internal