Comperative Human Resource Management.

1. What is Corporate Culture?

Ans: Corporate culture is that culture where include organizations values, ethics, vision,
behaviours and work environment. It is makes every company unique, and it impacts
everything in the company which is from public image to employee engagement and
retention. If employee share the companies ethics, vision, mission and others elements then
for the sharing the total elements then it can positively affect a company’s bottom line.
Companies with good corporate culture often have high workplace morale, and highly
engaged, productive staff.

2. What are the ingredients of corporate culture?

Ans: Corporate culture is a foundation for an organization. Without organization culture no

one can develop their organization in a proper way. If the company’s need to be a successful
leader in a specific product line or in a group product line. Then that time the organization
must have to develop their corporate culture in a proper way. Which is more effective to
develop the total organizational activity. Moreover if the company need to be a successful
leader then the product input to output develop a successful corporate culture. Because
corporate culture works as speed mechanism of a developed or developing company. In every
country there have own mix up country-wise corporate culture. Which is not the same with
the other country.
The stronger the culture is across departments, the more stable the company. Within Dale
Carnegie Training, pride and passion are key aspects of assessing the culture of any
organization. It is important as well to look at how communication and employee engagement
meld for purpose and goal completion.
There so many ingredients of corporate culture. All of them are not essential to develop a
successful culture. So the most common ingredients of corporate culture are given below:
1. Solid leadership
2. Engaged teams
3. Clear communication
4. Purposeful mission and guiding principles
5. Constant assessment for change
6. Opportunity for everyone
3. How a HR manager can create a corporate culture?
Ans: HR manager create a corporate culture. Positive results can be achieved by having
communication channels that allow for open talks and exchange of feedback. HR can also
improve the culture by criticizing their employees constructively when they go wrong and
rewarding them when they perform above expectations.
Step 1: Define what you want your company culture and values to look like: The HR
manager want the company culture and values to look like the company policy. They are the
more time think in the define the problems in the company policy
Step 2: Look at what your culture is like now – and if you need to make changes: The
manager looking the different culture in the corporation. HR manager more time many
responsibility in the company role. They are all time hard work in the company need to
make changes the culture.
Step 3: Identify (or hire) someone who will be your people person: Clearly, hiring the right
kind of personalities and backgrounds has a huge effect on how a company operates
culturally. Sarah said there is one key hire though that can really help make a difference in
the early stages of culture building – your people person.
Step 4: Invest time in building your talent brand: Your talent brand is what your employees
think, feel, and share about your company as a place to work. I am a big believer in the
power of a talent brand and the ability to articulate your culture through different channel.
Step 5: Optimize your hiring process to ensure you are bringing in the right people
 Make sure candidates appreciate your culture and values:

 Divide and conquer in the interview process
 Prioritize attitude over skills and experience
 Don’t hire “mini-me”
Step 6: Find ways to constantly reinforce your core values: Having programs and initiatives
in place that regularly reinforce the core values that make up the central tenants of your
culture is key to keeping your culture thriving. At Build-up, they do just this, starting with
culture awards.
Step 7: Measure if your culture is effectively attracting and engaging talent: In the absence
of countless tools and the resources to manage them, how do you actually measure
whether you culture is one that people buy into and like being a part.
4. As a HR manager of a multinational company? How can you manage the corporate
culture in your organization?
Ans: Qualities of HR Manager Sympathetic Attitude, Quick Decisions, Integrity, Patience,
Formal Authority, Leadership, Social Responsibility, Good Communication Skills. Good HR
managers are driven, organized individuals who want to help organizations achieve their
goals and employees reach their potential of multinational company.
1. Work with and within your current cultural situations: Deeply embedded cultures cannot
be replaced with simple upgrades, or even with major overhaul efforts. Nor can your culture
be swapped out for a new one as though it were an operating system or a CPU.
2. Change behaviours, and mind-sets will follow: It is a commonly held view that
behavioural change follows mental shifts, as surely as night follows day. This is why
organizations often try to change mind-sets by communicating values and putting them in
glossy brochures.
3. Focus on a critical few behaviours: Conventional wisdom advocates a comprehensive
approach — everybody should change everything that’s not perfect! But companies must be
rigorously selective when it comes to picking behaviours. The key is to focus on what we call
“the critical few,” a small number of important behaviours
4. Deploy your authentic informal leader: Authority, which is conferred by a formal position,
should not be confused with leadership. Leadership is a natural attribute, exercised and
displayed informally without regard to title or position in the organizational chart. Because
authentic informal leaders.
5. Don’t let your formal leaders off the hook most organizations tend to shunt culture into
the silo of human resources professionals. But leaders in all parts of the company are critical
in safeguarding and championing desired behaviours, energizing personal feelings, and
reinforcing cultural alignment. The signalling of emotional commitment sets the tone for
others to follow
6. Link behaviours to business objectives: when people talk about feelings, motivations, and
values — all of which are vital elements of strong cultures — the conversation can often
veer into abstractions. It may then range far afield of what
7. Demonstrate impact quickly: We live in an age of notoriously short attention spans. That
applies as much too organizational culture as it does to people’s media consumption habits.
When people hear about new high-profile initiatives and effort sakes to succeed in the
market.
8. Use cross-organizational methods to go viral: Ideas can spread virally across
organizational departments and functions, as well as from the top down and from the
bottom up. One powerful way to spread ideas is through social media: blogs, Facebook or
LinkedIn posts, and tweets

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1. What is Corporate Culture?

2. What are the ingredients of corporate culture?

Ans: Corporate culture is a foundation for an organization. Without organization culture no

 Make sure candidates appreciate your culture and values:

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