Integrating HR operations to the organizational culture helps in achieving the company’s strategic goals. Studies indicate the role of HR in adding value to an organization’s performance. However, depending on the integration level, different organizations have attained varying performance results from HR. The HR influences the employees’ challenges, economic constraints, and other essential elements within the organizational culture. The HR builds the organizational culture, which helps in maintaining internal coherence within an organization. The HR also ensures realignment, which enables an organization to gain competitive advantages through knowledge of innovations, and market demands. Integration of the HR to the organizational culture also ensures good steering of the organization. HR’s use the organizational culture to develop defining strategies which help in stabilizing the economic performance.
The integration of HR to the organizational culture has helped various organizations including; Google, Scripps, and UPS. At Google, HR helps the company propel forward by promoting creativity in the organization’s objectives. Combining the HR and the organizational culture helps the company’s employees ensure productivity through flexibility. Google’s organizational culture encourages innovation, and through integration with the HR, the company has seen massive innovation and recruitment of innovative employees. Integration of HR and organizational culture has also helped UPS achieve massive success ( Human Resource Management in organizations. Chapter 1, n.p). The company focuses on attention to details and customer service. The HR and the organizational culture enables the employees to review the code of conduct. Scripps has also been helped by this strategy, whereby the company’s HR helps in building a diverse and collaborative workplace.
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There are various cultural facets which have been mentioned in this case study, and that shows a massive comparison to my previous employers. Flexibility, as applied by Google, helped me through my job at Walmart, whereby we were given the autonomy to perform flexibly. My second job at Margaretville showed massive contrast to what is expected at UPS. In this organization, people are not guided by any code of conduct.
References
Human Resource Management in organizations. Chapter 1: Case “HR, Culture, and Business Results Success at Google, Scripps, and UPS.”
