ORGANIZATIONAL CULTURE

                                                                         Image Source

The culture is most commonly described as the way things are done in an organization. The organization culture is formed through several components, which are behaviours, norms, values, philosophy, rules of the games and feelings (Hellriegel et al.,1998 cited in Martins & Terblanche,2003). 

A strong culture provides shared values that ensure that everyone in the organization is on the same track. Values are invisible guidelines. They are the core elements of culture. The values shared among the members of the group often determine the common actions and structures.

According to Coleman (2013) there are six components of a great corporate culture which are vision, values, practices, people, narrative and place. He further states the integrated culture is built by employees with the desire and ability to share company values and embrace those values. World’s greatest firms recruit employees who are talented and best suited for their corporate culture.

Benefits of strong organizational culture

The newly recruited employees identify the values of the organizations through the culture and they will be able to maintain the direction towards the organizational goals. A strong culture attracts and retains talented employees. Employee turnover will be less when they feel that they belong to that particular organization. Further corporate culture adds to the brand identity, which could create a major impact on sales and customer loyalty.

Global example on organizational culture

Edward Jones is a financial services firm in USA, which is in the Fortune’s “100 Best Companies to Work for” list. It has placed high value on making sure their customers and employees both are happy. Every employee has the opportunity to become a partner. Over 7900 office administrators have been promoted to partner. During the recession of 2008, though the firm worked towards cost cutting it managed to keep all of their employees. Further they are drastically opposite from the finance industry, where 63 percent of their employees are female (Daisyme, 2015).

References

Martins, E. C. & Terblanche,, F., 2003. Building organisational culture that stimulates creativity and innovation. European Journal of Innovation Management, 6(1), pp. 64-74.

Coleman, J., 2013. Havard Business Review. [Online]
Available at: https://hbr.org/2013/05/six-components-of-culture
[Accessed 4 July 2018].

Daisyme, P., 2015. Enterpreneur. [Online]
Available at: https://www.enterpreneur.com/article/249293
[Accessed 5 July 2018].

TECHNOLOGY AND HUMAN RESOURCE MANAGEMENT

                                                                    Image Source

The world has become a global village. The great development in communication, technology, computer and internet have brought the organizations closer and changed the functioning of the business world in great way. With the impact of technology many business functions are done with speed and accuracy with computers and internet including human resource management.

In recent years, human resource management (HRM) has gone through rapid transformation due to information technology (IT) in selection, efficiency of recruitment, motivating, developing and retaining employees. A survey of leading consultation firms indicated that technology and talent management are the two primary drivers of change in HRM. The current HRM work has gone through a fundamental change due to the continuous innovations in technology (Stone, et al., 2015).

IT has enhanced the standards of performance management, learning and development opportunities of the employees, saving time and money, reducing expenses, and storing data to make analysis and decisions. The human resource managers, job seekers and employees can obtain information related to human resources and services through the internet or an organization’s intranet or web site. HRM has become more strategic and flexible with more focus given to customer satisfaction.

Organizations have implemented a systematic procedure through IT to collect, store, retrieve, maintain, and validate data which is named as human resource information systems (HRIS). The data is used by organization for its personnel activities, human resources, and organization unit characteristics. Further management can use these data as a decision-making tool (Jain, 2014).

Disadvantage of IT in HRM

The growth of IT has shrink the job opportunities in the organization which has resulted in a large number of employees losing their jobs and if knowledge in IT is less the applicants can’t get the desired jobs. New IT systems can be expensive and the organizations may face difficulties in implementing same and it might be risky from data security point of view (Rohilla, 2017).

Global example on IT in HRM

Nissan Motors after it’s collaboration with Renault, has over 130,000 employees worldwide. To function successfully it needed standardized HR practices. In 2010, CEO Carlos Ghosn introduced HRIS and his aim was automating and transforming the HR services in the whole organization. The strategy behind HRIS implementation was standardization of all HR practices throughout the organization around the world. Some of the immediate benefits due to HRIS were an effective way of sharing information which was HR centric. The new forum also allowed employees to make changes in the HR related information or benefits relation about them instead of waiting to fill forms and HR personnel doing it (Gupta & Banerjee, 2013).

.

References

Jain, V. K., 2014. Impact of Technology on HR Practices. International Journal of Informative and Futuristic Research, 1(10), pp. 25-37.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M. & Johnson, R. D., 2015. ResearchGate. [Online]
Available at: https://www.researchgate.net/publication/265685423
[Accessed 29 June 2018].

Gupta, R. & Banerjee, P., 2013. HRIS at Nissan: a new era in human resource management. [Online]
Available at: https://www.researchgate.net/publication/264820251_HRIS_at_Nissan_a_new_era_in_human_resource_management
[Accessed 11 July 2018].

Rohilla, J., 2017. Role of Information Technology in Human Resources. International Journal of Advance Research, Ideas and Innovations in Technology, 3(2), pp. 566-569.