Keywords
organizational culture
component modeling matrix
questionnaire survey
personnel
personnel management
corporate environment
psychology
psychological climate
How to Cite
Abstract
Organizational culture is one of the key determinants of a company’s performance, and human resource professionals play a leading role in its formation, development, and maintenance through the implementation of professional development programs and the establishment of corporate values. The purpose of this study is to investigate the role of HR management in shaping and developing organizational culture, including its impact on attracting and retaining staff, maintaining a positive psychological climate, and promoting the adoption of values and norms. The article examines the transformation of the role of HR management in modern organizations, from an administrative unit to a strategic business partner. Particular attention is paid to the impact of HR activities on the formation and development of organizational culture, including the introduction of corporate values, maintaining the emotional climate and creating mechanisms for internal corporate communications. The key functions of HR in the context of a shortage of qualified personnel, as well as diversity, equality and inclusion practices (DEIB) are analyzed. The role of HR in conflict management, employee adaptation, and team building is revealed. The methods of conflict management and ways to maintain a psychological climate in the workplace, which are implemented through HR tools, are identified. The article presents a project-based and cyclical approach to forming an organizational culture, outlining the tools for assessing its state and directions for development. The research tasks aimed at a comprehensive understanding of the role of HR in creating an effective corporate environment are structured. The methods of assessing the socio-psychological characteristics of the team, in particular, the questionnaire on the scale of the semantic differential, are investigated. The role of organizational behavior in the formation of a favorable working environment is determined. The approaches to the formation of corporate values and assessment of their perception by the staff are developed. A matrix for modeling the components of organizational culture is built, taking into account the functions of internal integration and external adaptation. Tools for monitoring and managing the development of culture in the company are proposed.
References
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