Human Resource Management - Essay Example

Human Resource Management Human Resource Management Organisational culture constitutes the beliefs, norms and symbols which employees in an organisation have and subscribe to. Organisational culture is a system of beliefs which affect the ways in which the employees in an organisation will behave and the way they make decisions. Needless to say therefore, organisational culture affects the way the people in the organisation regard ethics. The way ethical issues are handled also affects the culture of that organisation.

If ethical matters are never handled seriously enough, there will be negative cultures which will affect the organisation. Organisational culture can affect the organisation either in a negative or a positive way depending on what kind of culture it develops. Positive culture not only saves the organisation from too many issues such as legal suits, it also helps in developing the organisational talent. In an organisation where there is positive organizational culture, there are efficiencies and effectiveness which are achieved by the organization in terms of the way it manages its talent.

Organisations with a positive culture are also likely to be able to serve its customers in a better way and this will help the organization to be more successful. To sum it all, the reason why organisation culture affects the organisation so much is because it affects the most useful asset of an organisation, that is, the human resource. Question 2The strategic management process is a process which is geared towards giving the organisation a strategic edge against its competitors (Grünig & Kühn, 2010).

This process starts by identifying the strategic goals which the organization intends to achieve. Once the organisation identifies the strategies it wants to achieve, it then narrows this down to the individual objectives (goals). These individual goals however require some resources in order to be achieved and in this case the organization must take a audit of its resource capabilities to determine which resources it has and which it lacks. At this point, the organisation refines is objectives to cater for any resource gap which may appear.

After that, the plan is executed and the final results are seen. The final results are analyzed to see if that helped the organisation and the process is then repeated over and over. This helps the organization to continually become better and to gain strategic edge in the end. Both internal and external factors affect the process since they affect the environment and the resources available for the process. Sexual harassment issues are some of the biggest issues which most organisations have to face on a daily basis.

This is very serious since cases emanating from these issues can be very detrimental to the growth if the organisation. Sexual harassment can prove to be very elusive due to the fact that most of them are not very definitive. Most sexual harassment offenders do not even know when they do it and most victims don’t even know they are victims or that they at least have a way to address these issues. In this regard, the organization must have very clear ways for every employee and that every employee understands the right mechanisms to address the issues in case they find themselves victims of sexual harassment.

ReferencesGrünig, R. &. (2010). Process-based Strategic Planning. New York City, NY: Springer.