How Does The Integration Of HR With Organizational Culture ✓ Solved

How does the integration of HR with the organizational culture

Firms in a variety of industries have been recognized as being among the Most Admired Companies by Fortune magazine. Others have been highlighted as being the Best Companies to Work For by Fortune or as Optimas Award winners by Workforce Management. These recognitions contain some common elements because of how HR management has contributed to organizational success and is being positively viewed by employees. Three examples are highlighted here. One recognized firm is Google, which is well known by many individuals because of its Internet components.

Google has an HR image as a creative contributor to business objectives through its work environment guided by HR. According to the head of HR at Google, Lazio Bock, the overriding key of HR at Google is its emphasis on organizational culture and business objectives. The focus of Google HR is on giving its employees flexibility to produce results, not just following core job requirements. Consequently, HR at Google has established innovative efforts for its people and has made the administrative part of HR efficient. Minimizing numerous HR administrative forms, data, and reports by using technology has occurred, which would be expected in a prominent technology firm.

At Google, HR communicates to its employees extensively about business objectives, organizational results, and relevant current information. Because many of the Google employees are stock shareholders also, they have a personal interest in Google being a successful business. Thus they continuously want to know the operational results by seeing current reports, data, and information. Overall, Google’s HR approach is unique in comparison to the approaches at other companies recognized by Fortune, but its success illustrates that how HR is established and operates can be a key to organizational success. A different firm with a variety of organizations and a strong HR culture is Scripps Network, a prominent television and communications corporation.

At Scripps, HR plays a core role in establishing strategic goals and efforts. Even when Scripps has merged separate media firms, HR has focused on getting the cultures of the two entities to integrate effectively. Several HR functions are used to support the culture and core values at Scripps. One is an active pay-for-performance system to reward employees at higher job levels with base pay increases, annual incentives, and long-term incentives. Another key part of HR efforts at Scripps is that HR emphasizes leadership development throughout the firm.

Additionally, the firm has widely used work variability efforts such as work-life balance, telecommuting, and worker flexible schedules. These are done as part of a core value at Scripps of “compassion/support." A different firm with an extended history of effectively integrating corporate culture and HR is UPS, the transportation and logistics delivery firm that operates worldwide. Its culture is different from the cultures of Google and Scripps; however, for more than a decade, UPS has been recognized for its corporate integrity, culture, and HR inclusion with employees. UPS has emphasized linking HR with business objectives and uses communication and intranet programs to ensure that employees are kept constantly informed on business objectives and workforce challenges.

One well-recognized component at UPS is the established codes of conduct that are consistently reviewed with all employees. These reviews include specific examples of ethical situations that employees may face and how to respond to them. Annually, managers complete a “conduct code” report that asks specific questions about ethical problems that have arisen during the year. These three firms are in different industries, have different cultures, and use a variety of HR efforts. However, each of them has been recognized for implementing HR as core to their organizational cultures and successful business results.

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The integration of Human Resources (HR) with organizational culture is a fundamental aspect contributing to the success of companies like Google, Scripps Network, and UPS. Each organization adopts distinct HR practices that resonate with their unique cultures, fostering employee engagement and aligning strategies with business objectives. Analyzing these companies highlights the impact that a well-integrated HR function can have on organizational success.

Google's Integration of HR and Culture

Google's HR strategy is centered around fostering an innovative culture. By promoting flexibility and creativity among employees, Google empowers its workforce to exceed traditional job expectations (Bock, 2015). The company's unique HR approach emphasizes open communication about organizational goals and results, fostering a sense of ownership among employees, many of whom are shareholders. HR’s focus on minimizing administrative burdens while enhancing employee transparency has contributed to a work environment conducive to innovation. This proactive approach to HR allows Google to attract and retain top talent, crucial for maintaining a competitive edge in the technology sector (Gallup, 2019).

Scripps Network's Focus on Integration and Development

Scripps Network approaches HR with a focus on strategic integration and employee development. Their HR practices play a vital role in aligning company culture, especially during mergers, where cultural integration is often a challenge (Scripps Networks Interactive, 2020). The implementation of a pay-for-performance system incentivizes employees at various levels, supporting motivation and loyalty. By emphasizing leadership development and promoting work-life balance, Scripps creates a supportive environment that aligns with its core values of compassion and support. The HR function here not only serves to manage employees but actively contributes to embedding a motivating organizational culture (Brewster et al., 2016).

UPS's Ethical Culture and Employee Engagement

Contrarily, UPS focuses on ethical conduct and integrity as core elements of its corporate culture. By linking HR strategies with business objectives, UPS ensures that employees are aligned with the company's mission and ethical standards (UPS, 2021). Regular reviews of the established codes of conduct and ethical situation assessments encourage accountability and transparency among employees. This consistent communication strategy ensures that employees understand their roles in achieving the company's objectives and can navigate ethical dilemmas effectively. UPS's commitment to maintaining its corporate culture fosters employee loyalty and engagement, which is paramount for its operational success (Cascio, 2019).

Comparative Analysis of Organizational Cultures

Comparing the cultural aspects of Google, Scripps, and UPS with employers one has worked for reveals significant differences in workforce management approaches. For instance, in organizations with less emphasis on HR integration, employees may experience a lack of communication regarding company goals, leading to disengagement and reduced productivity. In contrast, the open communication culture at Google encourages collaboration, while Scripps’s focus on personal development and work-life balance fosters employee satisfaction. Alternatively, a lack of ethical focus may be evident in other organizations, which can lead to employee distrust and dissatisfaction.

The variations in workplace culture across different employers reflect how well-integrated HR can enhance employee experience and contribute to overall success. Companies that prioritize HR’s role in shaping corporate culture tend to attract and retain talent more effectively, and thus achieve better business outcomes.

Conclusion

The success of Google, Scripps Network, and UPS is a testament to the critical role that the integration of HR with organizational culture plays. By fostering an environment that supports employee engagement, aligns with business objectives, and emphasizes ethical standards, these companies illustrate that effective HR practices are indispensable for achieving organizational success. Other organizations can learn from these exemplary practices to better align their HR strategies with their corporate cultures.

References

• Bock, L. (2015). Work Rules!: Insights from Inside Google HQ. Twelve.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.
• Cascio, W. F. (2019). Managing Human Resources: Productivity, Quality of Work Life, Profits. McGraw-Hill Education.
• Gallup. (2019). State of the American Workplace. Gallup Press.
• Scripps Networks Interactive. (2020). Annual Report. Retrieved from https://www.scrippsnetworksinteractive.com/annual-report
• UPS. (2021). Code of Conduct. Retrieved from https://www.ups.com/assets/resources/media/en_US/code_of_conduct.pdf
• Quigley, N. R., & Tymon, W. G. (2018). What Drives Organizational Culture? Exploring the Role of HR Management Strategies. Journal of Organizational Behavior, 39(1), 28-45.
• Long, R. J., & Dorsey, S. J. (2020). Strategic Human Resource Management: A General Manager's Perspective. Kogan Page.
• DeCenzo, D. A., & Robbins, S. P. (2016). Fundamentals of Human Resource Management. Wiley.
• Jackson, S. E., & Schuler, R. S. (2015). Managing Human Resources. Cengage Learning.