ORGANIZATIONAL CULTURE AND HUMAN RESOURCE MANAGEMENT

Phuoc D. Nguyen

In international organizations, vision and mission statements officially describe the cultural values of the organization. At most levels, culture is easily seen as a set of behaviors. From the perspective of observable behavior, it is the value that represents the organizational culture. Although these cultural values determine their behavior they cannot be observed directly. Even at a higher level, assumptions and beliefs have their value.

Adewale and Anthonia (2013) stated “It also helps to develop and improve the organizational culture within the organization through building positive perceptions and feelings about the organization. However, training and development help in creating a better corporate image, thus aiding in organizational development, i.e. organization gets more effective in decision-making and problem-solving which helps in understanding and carrying out organizational policies. Training and development demonstrate a commitment to keeping employees on the cutting edge of knowledge.” (p. 119). The provisions of organizational culture, HR strategy, and organizational strategy are three factors that influence the performance of an organization, but they are interrelated. The particular type of strategy the international organization is pursuing will determine the type of organizational culture that is appropriate and determines its human resource strategy. Losey, Meisinger, and Ulrich (2005) suggested “Enhancing global capabilities implies recognizing the benefits that can flow to the whole organization from encouraging and valuing cultural diversity in people, not just as members of distinct cultural groups, but as individuals.” (p. 375). Corporate culture is shaped not only by technological and market factors but also by the cultural factors of leaders and employees. Adewale and Anthonia (2013) proposed “An organizational culture can also influence the recruitment and selection activities of an organization. This makes sense because good behavior is driven by ethical values. An organization can guide the conduct of its employees.” (p. 117). Human resource management is also deeply influenced by the corporate culture, the psychology of the enterprise, the way of life, and the need for the perception of human values ​​in the enterprise affect the way the organization’s thinking and human resource policies.