EMPLOYEES’ PERCEPTIONS ON HRM CULTURE AT WORKPLACE – SERIES DIMENSION – HR MANAGERS

HRM Culture

Every organization has its own distinctive culture. In fact, culture gives an identity to the organization. A good culture reinforces desirable values and behaviours among employees. Undeniably, healthy and strong culture drives the employees towards high performance, taking up challenging tasks and exhibiting positive behaviour. Further, strong culture binds the employees and the organization into a positive relationship. Then, culture has relevance for all areas of management and HRM is no exception.

HRM culture is enjoying a great deal of attention within organizations. Alan Price (2001) states ‘HRM culture determines the behaviour of the employees… if one needs to know what brings success to an organization, how and why employees would react in a particular manner in different circumstances and what sets them apart from others, then there is a definite need to understand the culture of an organization’.

Assessing HRM culture

Assessing HRM culture of an organization is essential for several reasons. Most importantly, evaluating and interpreting HRM culture is required for making judgements about the merits and values of HRM systems and best or weak practices.   Further, employees’ perceptions toward the role and services of HRM staff and the functioning of the overall HRM department in every organization would reveal the culture of the entire organization.

Thus, this post is the first of a series of questionnaires on Employees’ Perceptions on HRM Culture at workplace. Hence, this series would include questionnaires focusing on fifteen dimensions namely:

1. HR Managers
2. Awareness about HR Roles
3. HR Department
4. Employee-Management Relationship
5. Discipline
6. Employee Welfare
7. Training & Development
8. Communication
9. Recognition
10. Growth
11. Respect
12. Compensation
13. Socialization
14. People Philosophy and
15. Total Quality Management

Indeed, after a thorough study of available literature on HRM culture, these fifteen dimensions were identified as contributing factors for a strong HRM Culture in organizations for my doctoral studies. However, for the purpose of the posts, I have revised and added more statements under each dimension.

HR Managers

As stated above, various factors contribute to positive HRM culture in an organization. Among these, the role of HR Managers is of paramount importance. Certainly, among other factors, the success of an organization rests on the performance of HR managers. In fact, HR managers are expected to perform varied tasks that would help the organizations move in the right direction and keep employees happy and satisfied. However, much depends on the perceptions of the employees about the HR managers.

Besides, employees expect the HR managers to help the organization improve its efficiency and accomplish business goals. Furthermore, they look upon the HR managers to make the workplace a more humane environment. Likewise, employees believe that HR managers can help solve problems and keep the organization on a high pedestal.

Thus, check out Employees’ Perceptions on HRM Culture in your organization using this sample questionnaire. This questionnaire has fifteen statements on a five-point scale. For example, it covers statements on the role and performance of HR managers. However, you are free to modify to suit your research needs.

Reference

Alan Price (2001). Human Resource Management in a Business Context. Thomson Learning.