Project Management Research Coursework Term Paper Essay

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While a strong culture contributes to the success of an organization, Human Resources Management plays a part in developing this culture. Through recruitment, selection, and training of human resources that would add value to the organization's belief and, as a result, the culture. Organizational culture is a set of shared beliefs and values that govern how employees behave within an organization. Different regions and industries have varied cultures that suit their situation. Leaders strive to have a thriving organizational culture because failure to have one would result in the downfall of the organization. A strong culture gives organizations a strategy for beating the competition and enhances trust and cooperation for efficiency in organizations. This paper analyzes the culture's impact on human resource management in a global organization and the effects of employee rights in expansion into countries.
According to Raharjo et al. (2018), organizational culture brings a sense of identity amongst employees who share the same values. H.R. management is tasked with ensuring the culture's positive performance. H.R. leaders should work together with management leaders to determine the culture that places its people first. H.R. is required to be role models and reinforces organizational values. Through training, rewarding, and encouraging two-way communications, H.R. can solve the issues facing the organization. Culture comes in various forms, such as ethical, risk-taking, innovative, and so on (Raharjo et al., 2018). Despite the difference in cultures in different organizations, specific values cut across. H.R. professionals need to understand the cultural values of the countries they are operating in for better management and effectiveness.
The beliefs and traditions in an organization have many effects on human behavior, sometimes unconsciously. Culture plays a significant role in the hiring process by H.R. The culture of a given area where a global organization is located will determine the type of employees to be recruited. For instance, it will be easier to find employees with nursing proficiency if the location has several recent nursing graduates. In that case, the H.R. manager will have to lower or raise hiring standards to accommodate this local culture. In certain areas, aggressive recruitment could be tolerated and discouraged in others.
Culture also influences employee relationships in global organizations. Touching someone while conversing could be rude or inappropriate, while in other regions, this act is accepted. Certain cultures encourage a casual and friendly environment, while others call for a more formal setting. H.R. departments would have to make necessary adjustments to avoid employee relationship problems. A culture that allows frequent touching could encourage sexual harassment. Hence, HR leaders might have to initiate training that would inform workers of the appropriate physical contacts.
Consequently, some cultures pose a threat to minorities, such as refugees, disabled, and women. Such a culture could lead to regular lawsuits, hostility, and employee turnover in global organizations. If an o...