When leadership decides to invest in a new company strategy, and allows HR to si

Question

When leadership decides to invest in a new company strategy, and allows HR to sit at the leadership table, some of the first decisions to make are cultural. This week, let’s talk about how mission, vision, values, and culture all lead to important linkages in the HR world. To begin, describe how a company might go about reviewing, revising, and rethinking its culture…where should an HR leader start with this endeavor? When leadership decides to invest in a new company strategy, and allows HR to sit at the leadership table, some of the first decisions to make are cultural. This week, let’s talk about how mission, vision, values, and culture all lead to important linkages in the HR world. To begin, describe how a company might go about reviewing, revising, and rethinking its culture…where should an HR leader start with this endeavor? When leadership decides to invest in a new company strategy, and allows HR to sit at the leadership table, some of the first decisions to make are cultural. This week, let’s talk about how mission, vision, values, and culture all lead to important linkages in the HR world. To begin, describe how a company might go about reviewing, revising, and rethinking its culture…where should an HR leader start with this endeavor?

Explanation / Answer

In any organization, strategy, mission and vision of the company plays a major role in the short term and long term plan and growth. To understand how it impacts an organization, we must first understand the underlying aspect of these terms:

In simple terms, strategy can be explained as a well defined set of actions that are made to achieve a specific long or short term target. Every organization has a certain purpose of existence. The sole reason why it exists. The same is explained in a mission statement. A mission statement shows the organizations purpose and its goals. The vision statement on the other hand, shows the future envisaged state of the company, the ideal desired state. All these three terms are interlinked and connected with each other through various routes. The strategy helps in putting the mission statement into motion to achieve the vision of the organization. To bring all these factors together the company needs to identify proper individuals who can deliver these impacts in the long and short term.

The organizational culture is the belief system that an organization holds and the various values and behaviors it expects from all its stakeholders. It can related to the working style, the communication approach, leadership attitude, employee relations, social outlook etc. Every organization at the outset and start has all these defined within the system. It may not always be documented but everyone has it in their daily interactions. When an organization moves from being a startup to a well funded organization, these areas get more defined and get more crucial in the long and short terms. The values that are set in place and the mission, vision will remain the same but the way it gets implemented may change over the course of time.

During onboarding of new employees the values and mission statements are clearly inculcated in the mindset of all new joiners. Few methods by which a company or HR can review the understanding of this and review the cultures are : by conducting extensive surveys, focus group discussions, doing change baseline understanding study, identifying the initiatives and projects undertaken and the way the consumer and customer complaints have been handled. By doing all this, HR can easily identify patterns using which they can understand the need of change in company culture and way the organization is being run at the moment. Once the studies have been done and results are published to senior management, the role of HR is to identify the gap which has began in the benchmarks which they have set in the market and the internal system. To revise and rethink the culture and changes needed, there are many methods and initiatives which are used by HR practitioners across the globe with Design Thinking methodology being a chief one. The Design Thinking methodology enables the organizations to move from the traditional mode of thinking to a lateral thinking and implement the changes in a more effective manner. In a nutshell, to begin this, HR can start with discussions with senior leaders to identify and understand the long term vision of the leadership and whether they have changes over time. Then they can move to the staff and do the surveys and move to workshops using design thinking at a later stage.

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