Week 3 Discussion 1: The Unique Role Human Resources Plays in Organizational Cultures
Prior to beginning work on this discussion forum, read Chapters 6, 7 and 8 in Jacobs and Crockett (2021), the LinkedIn report about global talent trends, the books by Bopaiah (2021) and Browning (2018), and the article by Matveiciuc (2022).
Jacobs and Crockett (2021) suggested Employee Value Propositions (EVPs) are actually a differentiator between an extraordinary culture and one that is not. EVPs tell the story of the organization. They suggested that attracting and retaining the right talent is a crucial component in demonstrating a functional organizational culture. Creating an EVP, they determined, begins with the human resources (HR) management department.
In an initial post of at least 350 words and citing at least two scholarly sourcesLinks to an external site.,
- Explore the role of human resources (HR) in creating and maintaining an organizational culture.
- What role does HR play in establishing a strategy for the organization?
- What role does HR play in attracting, recruiting, training, engaging, and motivating a workforce that supports the organization’s desired culture?
- Critique how the role of HR should be construed as most effective in supporting creating organizational culture.
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The infographic represents the key responsibilities of the Human Resources team in an organization.
- The first responsibility is Compliance Management and involves developing compliance policies that are ethical and legal and are aligned with the values of the organization.
- The second responsibility is Performance Management and involves creating performance management systems that recognize achievements and hold people accountable.
- The third responsibility is Employer Employee Relationship Management. It involves:
- Ensuring an open communication system and conflict resolution process.
- Developing DEI policies and procedures.
- Encouraging the integration of diverse groups of employees and addressing issues and complaints.
- The fourth responsibility is Recruitment and Retention and involves attracting the right talent and ensuring that the employees understand norms and values.
- The fifth responsibility is Training and Developing Employees and involves conducting training programs that focus on appropriate workplace behaviors.
- The sixth responsibility is Pay and Compensation and involves creating competitive compensation packages to enhance motivation and retention.
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