Human Resource integration

The Influence of Human Resources in Organizational Culture

The three firms’ human resource management teams have integrated their human resource activities into the organizational culture and see human resources as a strategic partner that can be used to further the aims and objectives of the organization. It is clear by looking at the websites of Google, UPS, and Scripps that human resources are influencing and changing the organizational culture.

Q1. Google

Google’s commitment to the company’s culture and strategic goals serves as its primary source of human resource motivation. Google acknowledges the innovative effort of its employees and employees are provided with the needed support so as to yield more (Mathis & Jackson, 2010). The company focuses on ensuring that its human resources become part of the administration. Further, the company enhances communication with its employees concerning the goals and objectives and any other relevant information.

Scripps Network

Scripps Network is an integration of a variety of organizations with a strong human resource culture. After reading the website, I realized that the human resources at Scripps play a significant role in realizing the strategic goals of the organization. Most of the human resources at Scripps support the culture and core values of the organization. The company has initiated a pay-for-performance system where employees are rewarded according to their contribution to the organization (Mathis & Jackson, 2010).

UPS

UPS - the integration of Human Resources with the UPS’s culture has led to the realization of the strategic goals. Being an internet-oriented company, UPS keeps its human resources aligned with the goals of the business through proper communication. Human resource equally plays a significant role in enhancing the corporate integrity. HR consistently reviews the code of ethics with the help of employees so that any situation that may face them can be handles promptly (Mathis & Jackson, 2010). From the website, employees’ diversity was one of the integrating factors that UPS uses to achieve its strategic goals. They get employees from various backgrounds.

Q2. Cultural Facades and Impact on Organizations

One of the cultural facades brought forth in the case study as embraced by Google is the enhancement of flexibility of the employees. Flexibility in the workplace enables the employers and workers to plan for the condition that suits them in the workplace (Kehoe & Wright, 2013). For the employers I have worked for, flexibility enables us to maintain a work balance and also assisted the employers to enhance the productivity of the organization. Some employers viewed flexibility of the employees as a means of enhancing the innovative efforts of the workers.

The diversity of the employees mentioned here has been impacting the companies in which I have worked in by making them a wider worker base and making the organizations generate more income through greater productivity and huge sales. Diversity makes the organization where I have worked to be a place where we can all learn from one another (Kiuchi, Nagai & Nakashima, 2016); (Mathis & Jackson, 2010).

Scripps and UPS enhance communication with the employees about the objectives of the organization and giving important information to the employees. Some of the employers I have worked with recognized the fact that employees should be made aware of the objectives and the goals of the company. One of the strategies that employers accomplish this is by ensuring that employees are incorporated in the decision making of the organization and further included in drawing the strategic plans. Effective communication was a way that my employers used to link me and fellow workers to the objectives of the organization.

Conclusion

Implementing human resource as an integral part of the organization is one the surest way that organizations can attain success. Google, UPS, and Scripps belong to different industries and they embrace different cultures; however, the implementation of the positive culture and integration of the human resources make them some of the most successful organizations.

References

Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.

Kiuchi, M., Nagai, K., & Nakashima, K. (2016). A Study on the Effects of Client Company Information on the On-Site Logistics and Processes in a Supply Chain: A New Design Approach using Quality Function Deployment. Expert Journal of Business and Management, 4(1), 56-62.

Mathis, R. L., & Jackson, J. H. (2010). Human resource management. Mason, OH: Thomson/South-western