Report: HRM Practices Impact on Organizational Culture

This report provides a comprehensive analysis of the relationship between Human Resource Management (HRM) practices and organizational culture, focusing on a case study of IMS One World in Ahmedabad. The report begins with an extensive literature review, defining organizational culture, exploring its link to organizational performance, and identifying key HRM practices that contribute to a positive work environment. The research findings detail the specific HRM practices deployed by IMS One World, including recruitment and selection processes, a commitment to honesty and integrity, reward and recognition systems, and flexible work patterns with training and development opportunities. These practices are then analyzed and evaluated against the theoretical framework established in the literature review. The report concludes with recommendations for improvements, offering insights into how IMS One World can further enhance its organizational culture and optimize its HRM strategies. The report emphasizes the importance of a positive work culture, highlighting its impact on employee motivation, productivity, and overall organizational success.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Table of Contents
1. Introduction..............................................................................................................................2
2. Literature Review.....................................................................................................................2
2.1. Understanding the Meaning of Organizational Culture....................................................2
2.2. Understanding how Organizational Culture is linked to the Performance of an
Organization................................................................................................................................4
2.3. Understanding the Various Types of Human Resource Management Practices that can
be put in Place to Build the Culture of an Organization..............................................................5
3. Research Findings - Practices that are deployed by IMS One World Ahmedabad to Develop
a Good Work Culture.......................................................................................................................6
3.1. Recruitment and Selection Practices.................................................................................6
3.2. A Commitment to Honesty and Integrity..........................................................................7
3.3. Reward and Recognition...................................................................................................9
3.4. Flexible Work Patterns and Training and Development Options for Employees.............9
4. Analysis and Evaluation.........................................................................................................10
5. Recommendations for Improvement......................................................................................11
References......................................................................................................................................13

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1. Introduction
Organizational culture refers to the type of behavior that is exercised by individuals who
are working for an organization. Organizational culture is something that gets exhibited in group
behavior. It also finds reflection in the way people perform their individual roles and
responsibilities for an organization (Arditi et al., 2017). Organizational culture is a powerful but
invisible force and it exerts a huge influence on behavior of employees in the organization. How
good or bad an organization is to work at, how productive a business organization is in the
achievement of its goals and objectives is something that gets reflected in the culture of that
particular organization. Organizations that are characterized by a positive work culture are seen
to do well on the business front. Organizations where the work culture is negative are those
where productivity is quite low, and where the employee turnover is also quite high, with people
or employees in the organization being more eager to leave the organization than to stay on and
work over here (Bortolotti et al., 2015). This assignment engages in an analysis of the
organizational culture that is seen to prevail at IMS One World which is headquartered in the
Indian city of Ahmedabad. For this purpose, the assignment first delves into an in-depth review
of literature on the subject of organizational culture, particularly the various human resource
practices that are put in place which constitute what is referred to as organizational culture.
2. Literature Review
2.1. Understanding the Meaning of Organizational Culture
As argued by Naranjo-Va;lencia et al. (2016), organizational culture refers to the
experiences, expectations and philosophy of an organization and also the values which guides the

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behavior of the workers in that organization and which gets expressed in the form of inner
workings, future expectations, interactions that the workers of the organization engage in with
the world outside and which also finds expression in the form of worker self-image.
Organizational culture is also something that is based on shared attitudes and beliefs, on
unwritten and written rules and customs, that have been developed over a considerable period of
time and which are therefore considered to be valid or legitimate. Additionally, it is stated by
Bortolotti et al. (2015), that it must be noted that the culture of an organization is something that
extends to the vision of the organization, as well as the systems, the norms, the language, the
assumptions, the value, habits and beliefs of people who are working for the organization. To put
it quite simply, the culture of an organization refers to the ways by which things or activities are
carried out in that organization. There are some definitions of organizational behavior that lay a
lot of emphasis on the behavioral components of employees including the culture of the
organization is seen to influence the behavior of employees in that particular organization.
Organizational culture thus defines the type of behavior that can be considered as appropriate in
various or different types of situations. The culture of an organization has an impact on the way
by which people, that is, groups of people in an organization engage in regular or frequent
interactions with one another, and also with the clients of the organization and the stakeholders
of the organization. According to Korner et al. (2015), when it comes to business terms in
particular, it must be understood that the term organizational culture is one that is used quite
interchangeably with other terms such as corporate culture or culture of a corporation, business
culture and business culture among others.
In the view of Chatman and O’Reilly (2016), how effective the culture of an organization
is, is something that depends a lot on the manner or way by which this culture is communicated

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to others. The role of business leaders and supervisors cannot be discounted in this respect. It
must be remembered that the leaders of a business are the people who are the primary architects
of the culture of that business organization, and it is they who play a crucial role in determining
the type of culture that will be established within the four walls of the organization. The
established culture of the organization is one that dictates the way or manner by which people are
expected to behave in that organization. This in turn gives employees an idea of the type of
activities that they are supposed to engage in so as to achieve the goals and the objectives of the
organization and in puts the employees of the organization in a position to achieve their personal
and professional goals at the same given time.
2.2. Understanding how Organizational Culture is linked to the
Performance of an Organization
According to Arditi et al. (2017), organizational culture is something that is directly
linked to the performance of an organization. When the culture of the organization is positive,
when the culture of the organization is one that stresses on aspects such as motivation and
employee wellbeing then it is likely that the organization is going to perform quite well on the
productivity front, among other things. A positive work culture is one that will give employees
every reason to work towards achieving the goals and objectives of the organization. A strong
and positive work culture is one that is usually established by what may be termed as
transformational leadership. A negative work culture on the other hand is one that is fostered by
an autocratic leadership style and it can makes employees of an organization quite depressed and
dejected. Employees will feel de-motivated and will lack the enthusiasm that is needed to work
towards the achievement of the goals and objectives of the organization when the work culture is
one that is characterized by negativity. Hence it is always imperative that a positive work culture

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be in place in an organization in order to get employees of that organization to work well, and
the crucial link between organizational culture and the performance of an organization is
something that definitely cannot be denied. Leaders of an organization need to ensure that a
positive work culture is in place in order to boost the performance of the organization by a
considerable degree.
2.3. Understanding the Various Types of Human Resource Management
Practices that can be put in Place to Build the Culture of an
Organization
In the view of Helms et al. (2017), there are a number of HRM practices that can be
engaged in, in order to ensure that the culture of an organization is as positive and as constructive
as possible. These are proper recruitment and selection procedures, proper training and
development measures and the achievement of what may be termed as a proper work life
balance. Human resource managers also need to focus a great deal on making sure that the
compensation and benefits which are provided by the organization are those that are designed to
ensure employee wellbeing and job satisfaction, thus providing employees with the incentive or
the motivation that they need in order to do good work for the organization. Training and
development is highly essential as the skills and abilities of employees must be enhanced in
order to facilitate them to do good work for the organization. The recruitment and selection
procedures must be carried out with care to ensure that proper or skilled employees are recruited
by the organization especially recruiting the right types of employees for the various job roles
that are offered by the organization. Every effort needs to be made on the part of human resource
managers to make sure that employees who are hired by the organization possess the skills

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needed to work well for the organization rather than feel wasted or undervalued at the
organization.
3. Research Findings - Practices that are deployed by IMS One World
Ahmedabad to Develop a Good Work Culture
IMS One World is one of the largest recruitment organizations internationally and its global
recruitment services are known to be of a very high standard. As an organization, IMS One
World works quite tirelessly to locate the right people for the right jobs and is seen to deploy
sophisticated and advanced techniques for the selection and recruitment of candidates to various
job positions in India ("Global Recruitment Agency, Firm, Company - IMS one world", 2019).
The placement schemes of IMS One World are known to be quite successful and innovative in
nature. In fact it is the aim and purpose of the organization to be renowned the world over for
providing its clients with innovative ways to meet staffing solutions. This section is going to
analyze in detail the practices that are adopted by IMS One World when it comes to creating a
good work culture at the organization.
3.1. Recruitment and Selection Practices
To begin with, IMS One World is known to adopt quite an inclusive approach when it
comes to the recruitment of employees. This implies that there is no discrimination that is
engaged in on the part of the company’s management when it comes to recruiting people who are
meant to hold official positions in the organization ("Global Recruitment Agency, Firm,
Company - IMS one world", 2019). People are selected to varied posts within the organization
on the basis of their skills and their talent and also their experience. Employees are not
discriminated against on the basis of their race, religion, caste, creed and gender. People of any

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and every background are allowed to work for the organization provided they have the skills, the
knowledge, the experience and various other credentials that are needed to perform well for the
organization (Noe et al., 2015).
3.2. A Commitment to Honesty and Integrity
One of the most important ways by which a positive and dynamic work culture is created
at IMS One World in Ahmedabad lies in the fact that this is an organization that is committed to
being truthful in the performance of its business operations. Indeed IMS One World in
Ahmedabad is an organization that values integrity over everything else and it is seen to play
quite a crucial role in getting each and every one of its employees feel motivated and committed
enough to do their jobs in a truthful and positive way rather than to act quite negatively about the
same. The dynamic and positive work culture which is conceived at IMS One World in
Ahmedabad contributes to the happy ambience that prevails over here ("Global Recruitment
Agency, Firm, Company - IMS one world", 2019). Employees in the organization feel
incentivized and motivated to come to work and do their jobs and do not view their jobs as
chores. There is a good HR management system in place that looks into the concerns of each and
every one of the employees regardless of how long or how less a period of time it is that they
have been working at the organization here at IMS One World. The HR system which is seen to
be in place at IMS One World in Ahmedabad is also a system that pays attention to the type of
people who are recruited to do the various jobs that are on offer at the organization. Since IMS
One World is primarily a global recruitment agency it is always on the look-out for employees
who will be assets to the organization and who have the personality and the communication
abilities that are needed to do a good job of recruitment. Adherence to all Types of Work
Legislations and Good Performance Appraisal

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The performance appraisal system that is implemented at IMS One World is of a high
standard, with appraisals being conducted on an annual basis. The performance appraisal is
conducted on the basis of how attentive and punctual employees have been throughout the year,
how productive they have been on the business front, and whether or not they are willing to work
for extended hours in a day if the nature of the job demands it. The appraisal system is fair and
rewards dedicated employees quite generously ("Global Recruitment Agency, Firm, Company -
IMS one world", 2019).
3.3. Reward and Recognition
The system of reward and recognition that is in place at IMS One World in Ahmedabad is
generous and fair. Employees are provided with merit awards when they showcase exceptional
performance. Certificates and gift cards are what employees are given when they are able to
demonstrate exemplary performance ("Global Recruitment Agency, Firm, Company - IMS one
world", 2019).
3.4. Training and Development Options for Employees
There are training and development measures which are also in place for employees at IMS
One World. Tenured employees at the organization are exposed to seminars and workshops in
person and also through the medium of the internet. Such workshops and seminars are aimed at
helping employees improve their work and perform their job roles better ("Global Recruitment
Agency, Firm, Company - IMS one world", 2019).

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4. Analysis and Evaluation
The work environment that prevails at IMS One World in Ahmedabad is quite inclusive and
people engage with each other and talk quite freely without having to worry about being
reprimanded for this ("Global Recruitment Agency, Firm, Company - IMS one world", 2019).
The work culture is one that is quite flexible and dynamic and people are allowed to work at their
own pace and are not goaded to fulfill the goals and objectives of the organization at any cost
(Tweedie et al., 2019). Efforts are also made by the managers of the organization to listen to
their employees and to consider their requests and concerns about the way by which the
organization is run. In other words, it is a transformational leadership style that is adopted by the
organization at IMS One World in Ahmedabad. The transformational leadership that is seen to
prevail in this organization has a crucial role to play in getting employees at the organization to
feel motivated and fully committed to the work that they do (Kabalina et al., 2017). They feel the
urge and the incentive to come to work every day and perform tirelessly to achieve the goals and
objectives of the business organization because of the flexible and dynamic leadership that
prevails at the workplace over here (Noe et al., 2017).

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The HR practices at IMS One world involve recruiting the right people for the right jobs. The
employees of the organization are those who are well suited for the various types of job roles that
they have been recruited to carry out (Vaiman & Brewster, 2015). The organization also pays a
lot of attention to people who think innovatively and out of the box since the whole purpose of
the organization is to provide clients with staffing solutions that are not only efficient but which
are also quite innovative in nature. By being innovative in its approach to the recruitment of
employees, the organization manages to select and recruit and consequently retain employees
who are well suited to achieve the goals and the objectives of the organization (Albrecht, 2015).
This is a recruitment agency which not only employs people who are experienced and who
are qualified enough to do a good job but who also are given the option of working at their pace
instead of working too long and hard to achieve the organization’s business objectives.
Employees consequently are seen to feel quite happy and content when they perform their job
roles at the organization. They do not get the feeling that people are forcing them to work over
here (Reiche et al., 2016). Rather, they get the impression that they can come, work and go once
their job is done though they have to maintain office timings to some degree. They are treated
well by their fellow co-workers and are not coerced by the higher management to take up more
responsibilities than they would like to (Chaubey et al., 2016).

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All of this contributes to the work culture or the organizational culture at IMS One World
being of top notch standard and worth emulating on the part of related organizations (Saamnani
& Singh, 2011).
Flexible work hours instead of rigid work timings is also one of the key features of working
at IMS One World in Ahmedabad that has contributed to the establishment of a positive work
culture within the four walls of this organization. The organization believes that employees need
to be given a sufficient amount of rest every day and should not be made to work for eight hours
at a stretch in order to achieve the goals and the objectives of the organization ("Global
Recruitment Agency, Firm, Company - IMS one world", 2019). They can work at their own pace
and in the process they can keep themselves from getting exhausted or tired. The system of
taking holidays or leaves at the organization is also something that is known to be quite flexible
and is yet another reason why people are likely to find every motivation that they need to work
for the organization (Guest, 2017).