10. HR’s Role in Organisational Culture Change
What is organisational culture change?
Culture change, sometimes
known as cultural transformation, occurs when a company initiates a journey to
realign its culture with an updated vision and fundamental values, aiming to
support the achievement of new business goals. It's important to note that
culture change is not a one-time event but is an ongoing process. Additionally,
culture change can occur unintentionally due to the encompassing Volatility,
Uncertainty, Complexity, and Ambiguity in the present environment (Boatman,
2022).
Why organisational culture change needed?
According to Tutor2u, (2020) below are the key reasons for culture changes of an organisation,
1. Business PerformanceWhen a company
experiences a steep drop in sales and profits, or when its going concern is at
risk.
Frequently, incoming
leaders connect a shift in strategy with the need for a cultural change.
Sudden external
disruptions have the potential to strongly drive cultural transformation.
As previously indicated, efforts to alter culture are frequently integrated into significant transformation initiatives.
HR’s role in organisational culture change
According to Boatman, (2022) the HR function stands distinct within an organisation, bridging the gap between leadership goals and employee sentiments. It advocates for both company objectives and employee well-being, holding the pivotal role of shaping workplace culture. High-performing companies see HR actively involved in three roles,
- Championing change
- Coaching behaviors aligned with goals.
- Advising leadership based on cultural insights.
Challenges of organisational culture change
As organisations evolve,
they must consider potential challenges ahead.
Changing organisational
culture presents significant challenges due to various factors: insufficient
commitment, resistance stemming from fear of change, prioritization of results
over fostering respect, undefined and unmeasurable values, the extensive
duration required for such transformations, inadequate planning, a deficit in
holding individuals accountable, elevated turnover rates, and a failure to
align the organisation's culture during recruitment (Babbitt and
Edmonds, 2023).
Babbitt, M. and Edmonds, C. (2023). Why Organizational Culture Is So Difficult to Change - Business Leadership Today. [online] businessleadershiptoday.com. Available at: https://businessleadershiptoday.com/why-is-organizational-culture-so-difficult-to-change/#:~:text=Organizational%20culture%20is%20so%20difficult%20to%20change%20for%20these%20reasons [Accessed 19 Nov. 2023].
Boatman, A. (2022). HR’s Strategic Role in Organizational Culture Change. [online] AIHR. Available at: https://www.aihr.com/blog/organizational-culture-change/#:~:text=HR [Accessed 19 Nov. 2023].
tutor2u (2020). Reasons for Changing Organisational Culture. [online] tutor2u. Available at: https://www.tutor2u.net/business/reference/reasons-for-changing-organisational-culture [Accessed 19 Nov. 2023].
Hi Sudesh.
ReplyDeleteOrganizational culture change, a dynamic and ongoing process, proves essential for aligning a company's values with its evolving vision and goals. This insightful piece underscores the significance of intentional cultural transformation, driven by factors such as business performance, leadership changes, external shifts, and strategic transformations.
Dear Sudarsha, yes you are correct, culture changes are linked with vision and goals.
DeleteSuccessfully navigating these challenges involves a thoughtful and inclusive approach to organizational culture change. It requires clear communication, empathy, and a commitment to creating an environment where employees of all ages feel valued and included in the transformation process.
ReplyDeleteYes Dinesh, challengers are need to handle carefully to face organisational changes
DeleteHi Sudesh,
ReplyDeleteThe reasons listed capture key challenges associated with changing organizational culture, but it's important to note that the complexity of organizational culture change can give rise to a wide range of factors contributing to the challenges. Different organizations may face unique obstacles based on their size, industry, existing culture, leadership, and other contextual factors.
Dear Dilini, Absolutely, acknowledging the complexity of cultural change is crucial. Each organization's journey holds unique barriers, stemming from size, industry, leadership, and contextual distinctions, all shaping the transformative path ahead.
DeleteWhat is the role of human resources in developing organizational culture?
ReplyDeleteDear Mithini, Appreciated your question,
DeleteThe human resources play a pivotal role in shaping organizational culture by fostering a favorable work environment, aligning values with company goals, and cultivating policies that promote inclusivity, growth, and employee well-being. HR drives initiatives like training, hiring practices, and feedback mechanisms that influence behavior, communication, and ultimately, the shared beliefs and norms that define a company's culture.
hi, Dammika definitely HR plays a crucial role in shaping and maintaining organizational culture. they work mainly as a strategic partner to senior leadership. they contribute to the success of the organization.
ReplyDeleteThis article effectively emphasizes the importance of culture change in aligning a company's vision and values with its business goals, what challenges mentioned in the article do you think are most commonly encountered during attempts to change organizational culture, and how can these challenges be effectively addressed?
ReplyDeleteVery good article Sudesh. Organizational culture change is a complex and ongoing process that requires time, commitment, and consistent effort from all levels of the organization. Successful cultural transformation can lead to improved employee morale, increased organizational agility, and better overall performance.
ReplyDeleteHi Sudesh,
ReplyDeleteYes Sudesh, I agree with you. HR plays a pivotal role in shaping workplace culture by bridging leadership objectives and employee sentiments, actively championing change, coaching aligned behaviors, and offering valuable cultural insights."
Good article.
good article Sudesh anyway what about the strategies to do the culture change? like Leadership Alignment and Commitment, Employee Involvement and Empowerment, Continuous Communication and Training
ReplyDeleteSudesh, According to my point of view, cultural change is required to an organization and the same is could not change in full due to the perception of the employees. It is mostly depending on the adaptability of employees. But somehow we could alaigna the same as according to the Goals and Targets to be achieve for the rewards. So it is a long time process.
ReplyDelete