Organisational Performance and Culture Assignment Sample

Introduction - Organisational Performance and Culture Assignment Sample

The organisational performance and culture both play a major role within the organisation. The organisational performance refers to how the well the company is doing and how much of they are successfully completing the tasks. While, the organisational culture defines the way in which the workers interact with each other and complete the tasks within the organisation. The current report is based on the case scenario which develops the gaming technology and has been started by the two brother two years ago. Now, company isexplore business operations and tends to make focus on hiring more people. The report will shed light on analysing the potential relationships among the HR and business strategy. In addition to this, it will depict the role of HR professional in retaining the personnel as organisation grows.

1. Analysing the potential relationships between the business strategy and HR strategy

Business strategy of the organization emphasises on the market expansion plans, competitive positioning and long term goals. This defines what organisation needs to gain like as making sure about the sustainable growth, driving innovation and entering into the novel markets. On the other hand, HR strategy makes sure that company has appropriate rights of human capital to offer effective support via emphasising on the retention, engagement, development and talent acquisition. The relationship among these majorly independent and played a major role.

Different strategic framework showcases the relationship among the business strategy and HR, like as:

Resource based view (RBV): The effective approach focuses on the developing capabilities based on internally; this includes the knowledge and employee skills. In context to the gaming organisation, the effective strategy of HR needs to emphasise on the retaining and attracting the top talent within the design, development and management of project to makes sure about the competitive success and continued innovation.

Harvard framework for HRM: The model focuses on the significance of the lining up the stakeholder interest and objectives of organisation with the HR policies. This is emphasising on the different areas such as well being, motivation and recruitment of the workers (Akpa et al, 2021). The strategy of HR needs to be developed to boost the adaptability and employee commitment within the industry.

Best fit approach: The approach offers suggestion which strategy of HR needs to be developed for meeting the company’s major needs related to the growth stage, industry and size as well. The regular developing gaming organisation’s expansion, the HR strategy related to the recruitment focused is important, along with the change towards the performance and development management within long term.

Optimal organisational relationships: In order to support the European market expansion and makes sure about high performance, the effective and optimal relationships among the HR strategy and business need to emphasise on the scalability, agility and alignment (Paais and Pattiruhu, 2020). The follow major areas need to be resolved within strategy of HR:

Workforce planning and talent acquisition:

Business strategy alignment: The expansion of organisation needs scaling within the team to fulfil the developing needs and presence of the strong market.

HR Strategy focus: The applications of the plan related to the robust recruitment can attract the top talent within the Europe. It involves providing the packages of the competitive pricing, collaboration with the personalised recruitment agencies and using the channels of the digital recruitment. These can help in attracting the gaming experts and skilled professionals.

Employee engagement and on boarding:

Business strategy alignment: This is making sure that the novel hirers are effectively integrated within the productivity and culture of organisation levels is high (The Relationship between HR & Business Strategy, 2024).

HR strategy focus: Enhancing the programs of the structured on boarding to familiarise novel workers along with the organisational objectives, values and mission (Rehman et al, 2019). The initiatives of engagement, this includes the activities of team building and mentorship programs which might boost morale and retention.

Learning and development (L&D):

Alignment of business strategy: The continuous development and innovation are major within the industry of gaming to manage the competitive edge.

HR strategy focus: Training programs will be organized to enhance the workers in the area of leadership development, project management and developing technologies. The Gamified training, platforms of the e-learning can line up with workforce which is tech savvy within the organisation.

Productivity development and performance management

Alignment of business strategy: The aim of organisation is to gain the effectiveness and high performance within operations and development of game.

HR strategy focus: Application a system based on the performance management which line up with the team and individual goals with the objectives of the business. Utilising the KPIs and ongoing mechanisms of feedback might drive the productivity and accountability.

Employee value proposition and organisational culture: By managing the innovative and positive culture of work is important to retaining and attracting the top talent within the rivalry industry of gaming (Soomro and Shah, 2019). Development of the innovative, collaborative and inclusive workplace supports high performance and creativity is important. Promoting the wellness programs, options of the flexible work and work life balance may boost the EVP of organisation.

Data driven decision making and HR technology: Scaling the effective operations while managing the delivery of the HR service. Using the solutions of the HR technology like as AI driven tools, HR analytics and ATS (Applicant tracking systems) to improve the decision making, track performance of workers and streamline the recruitment (Shet et al, 2019).

Challenges and considerations At the time of hiring the workers in the large number within the short period may lead inefficiencies within the operations and cultural dilution. The overall industry of gaming faces the high rivalry for the talented workers, majorly attracting the opportunities for the career growth and branding of the workers. As the organisation can effectively expands within the integrating different workforce and lining up with the culture of organisation plays a major role.

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Assessing how the HR support to makes sure that this culture is retained as company grows

The organisational culture is informal and relaxed directly stems via the small start-up in which the collaboration occurred naturally, quick decision making and direct communication. As the company effectively scales, managing the different factors might be more challenging because of the developed geographic dispersion, hierarchy and novel workers who cannot be well known with the existing cultural norms. The HR needs to apply strategies to reinforce and embed the needed culture via the procedure of expansion.

HR strategies to retain the current culture

The on boarding and recruitment based on the cultural driven: HR needs to makes sure that the novel hirers line up with the culture of organisation via embedding fit of culture assessments within the procedure of recruitment. It might be gained via the developing existing workers within the procedure of hiring, assessments of the cultural fit and interview questions related to the behavioural aspects which make sure about the team dynamics.

On boarding programs: The informal yet structured experience of on boarding might offers help in novel workers acclimate the collaborative and relaxed environment (Meng et al, 2019). The sessions of the interactive training, mentorship programs and virtual meet and greet can effectively introduce the novel employees who perform in line with the values and working methods of the organisation in an engaging manner.

Management and leadership alignment

As the organisation develops, the behaviours of the leadership would affect the cultural preservation. The HR might offering support to the managers via offering leadership training emphasised on the managing the decision making with the collaboration, approachability and open communication. By encouraging the approach based on the lead by example where the leaders focus on the relaxed and informal culture within the day to day interactions. Applying the loops based on the regular feedback to makes sure that the workers can feel valued and heard.

Collaboration tools and flexible work environment: By retaining the culture which is informal needs offering the workers with the flexibility and autonomy. The HR might introduce the policies based on the flexible work which permits the workers within the different methods which can suit them. This includes the hybrid and remote options while managing the strong virtual collaboration. The different collaboration tools such as sessions of the virtual brainstorming, Trello and Slack to keep collaborative and informal spirit alive, at the time of workforce dispersed and grow.

Managing the channels of open communication: Within the large company, management of the informal communication styles need the major efforts and concerns as well (Ratnasari et al, 2020). The HR might apply the ongoing town hall meetings in which the workers might effective engage with the casual setting of leadership. The Anonymous feedback platforms which provide the workers with the effective voice while making sure that effective and open culture might be intact. The informal chat groups and social platforms can boost the spontaneous collaboration and peer to peer interaction.

Employee recognition and engagement programs: In order to boost the culture of collaboration, the HR needs to apply the initiatives related to the engagement which can celebrate and recognise the creativity & teamwork. This includes the programs related to the peer recognition, in which the workers might appreciate the colleagues via sessions of shout out and digital platforms. The activities of team building in both in person and virtual which can boost the sense of belongingness. The initiatives of idea sharing and Hackathons to motivate the innovation and collaboration pay a key role.

Preserving practices of informal work: The HR needs to makes sure that the relaxed environment of work remain via effectively developing layouts of informal office and casual dress codes which can promote the approachability and creativity. By organising the informal gatherings and on-going social events HR can build significant bond among the workers.

Employee involvement and cultural ambassadors: In order to offer hep in retaining the major culture, the efficient HR might focus on the employ the ambassadors in team. This can work as role models and focus on collaborative and informal culture. This offers help in novel workers integration within the methods of working within the organisation. This offers the feedback to the HR based on the how values of culture are ongoing upheld.

Using the kotter’s 8 step model to the expansion of organisation

In order to focus on the effective shift, the change model of Kotter’s 8 step offer the effective structured approach to efficiently maintain the change (The 8 Steps for Leading Change, 2024). The model has been introduced by the John kotter, the effective model offers help companies to effectively apply the change via emphasising on the employee engagement, communication and leadership.

Step 1: Create the sense of urgency: The initial step related to develop the enthusiasm and awareness related to the future changes. The leadership of organisation needs to be providing reason of expansion like as career growth potential and Europe market opportunities. The HR can focus on organising the meetings which can showcase the case of business expansion. By offering the stories related to the success of the organisations which can offer advantages from the same kind of growth. Motivating the workers to voice the ideas and concerns related to the procedure of expansion.

Step 2: develop guiding coalition: The change needs effective leadership within the team to support and drive the transition. At this stage, HR focuses on the influential individuals of coalition from the different departments. This includes the market, IT and HR operations which might champion the efforts of expansion. The coalition needs to involve the HR experts to maintain the on boarding and recruitment. The senior leader can offer the effective strategic directions. The ambassadors can offer help in novel workers integration within the collaborative and informal environment.

Step 3: Develop a strategy and vision: An effective vision for the upcoming future would offer help workers to effectively understand role play within the gaining success and organisation is leaded to inspire statement and boost the concise. This includes the team expanding organisation within the Europe. The major strategy needs to involve the plan of the structured recruitment to appeal the major talent. The programs of the training and development can manage the high performance and boost the skills. The initiative of the communication to line up the existing and novel workers with the culture of company is essential.

Step 4: communicate the vision of change: Once the strategy and vision are developed, the HR needs to makes sure about the transparent and consistent communication within the different organisational level. The methods of efficient communication involve the ongoing newsletters and emails updating the workers on the progress of expansion. The sessions of Q&A interactive with the leadership, the content based on visualisation like as videos and info graphic to showcases the growth benefits.

Step 5: Remove obstacles: The major change barriers, like as resistance from the operational inefficiencies and workers, this needs to be resolved and identified. The HR needs to emphasise on the offering support to the workers which effectively feel uncertain related to the shifts via the counselling and coaching. The on boarding and recruitment procedure are to makes sure about the effectiveness with the effective relaxed culture (Al-Swidi et al, 2021). Through making sure tools and systems like as communication platforms and HR software are working well to offer support in development.

Step 6: develop short term wins: In order to sustain the motivation and build the momentum, the organisation needs to celebrate and identify the early success. The HR might introduce the different milestones like as effective on boarding and hiring the initial batch of the novel workers. The positive feedback gained from the novel hires related to the experience.

Step 7: Sustain acceleration: Once the objectives are gained, this is important to ongoing applying the developments and manage the momentum (The 8 Steps for Leading Change, 2024). The HR might emphasise on the scaling the effective strategies of recruitment to smoothly appeal the talent. Via introducing the programs related to the leadership development to makes the existing workers to focus on the roles in management within the companies.

Step 8: Anchor thee shift within the corporate culture: For the change to effectively be important, this needs to be developed within the values and culture of organisation. The HR needs to integrate the collaborative, informal and relaxed culture within the performance management and HR policies. The ongoing reinforce the collaboration significance via the activities related to employee engagement. This makes sure about the novel hiring can embody and understand the values of organisation via programs of cultural orientation.

CONCLUSION

Conclusively, it states that the optimal relationship among the HR and business strategy for the organisation of gaming needs to emphasise on the making sure about the engagement and development. This also makes sure that these might align with the growth objectives of the company. The plan of the strategic HR offers support recruitment within transition based on short to long term management. As the company gains the growth, the role of HR in preserving the collaborative, informal and relaxed culture would be important to boost the performance and satisfaction of the workers. The change model based on the Kotter’s8 step offer the effective and structured approach to maintain expansion of organisation. This also makes sure about the cultural continuity and worker’s engagement.

REFERENCES

Books and journals

Akpa, V.O., Asikhia, O.U. and Nneji, N.E., 2021. Organizational culture and organizational performance: A review of literature.International Journal of Advances in Engineering and Management,3(1), pp.361-372.

Al-Swidi, A.K., Gelaidan, H.M. and Saleh, R.M., 2021. The joint impact of green human resource management, leadership and organizational culture on employees’ green behaviour and organisational environmental performance.Journal of cleaner production,316, p.128112.

Meng, J. and Berger, B.K., 2019. The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust.Public Relations Review,45(1), pp.64-75.

Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture on satisfaction and employee performance.The journal of asian finance, economics and business,7(8), pp.577-588.

Ratnasari, S.L., Sutjahjo, G. and Adam, A., 2020. The effect of job satisfaction, organizational culture, and leadership on employee performance.Ann. Trop. Med. Public Health,23.

Rehman, S.U., Mohamed, R. and Ayoup, H., 2019. The mediating role of organizational capabilities between organizational performance and its determinants.Journal of Global Entrepreneurship Research,9(1), pp.1-23.

Shet, S.V., Patil, S.V. and Chandawarkar, M.R., 2019. Competency based superior performance and organizational effectiveness.International Journal of Productivity and Performance Management,68(4), pp.753-773.

Soomro, B.A. and Shah, N., 2019. Determining the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment, and employee’s performance.South Asian Journal of Business Studies,8(3), pp.266-282.