HR Values

Organizational values guide your organization’s thinking and actions.  You can think of your organizational values in terms of dimensions: prosocial, market, financial, achievement, and artistic.

An organizational value, can be defined as

• Organizational values are abstract ideas that guide organizational thinking and actions.
• Organization values represent the foundation on which the company is formed.
• Defining an organization’s unique values is the first and most critical step in its formation and development
• While difference in opinion and skills may be beneficial to the success of an organization, a unity of purpose must be maintained.
• In order for the institution to be successful, the values on which the company is built must be appropriate for the time, place, and environment in which the organization will operate.
• A company’s organizational values let others know what it is, why it has been created, and how it is different from other companies.

In order to understand and identify the values of an organization and to gauge their influence on the company, managers must carefully examine how that organization operates. While it may be helpful to listen to people describe what they believe the values of the organization are, it is far better to observe those people in their day-to-day activities. Note how employees spend their time, how they communicate within the organization and how they go about their daily job responsibilities and tasks. Although values are often difficult to define, they are usually revealed by employees’ actions and thinking, how they set their priorities, and how they allocate their time and energy. An employee’s actions are more revealing than their words.

HR values deals with leadership, communication, decision making, supervision, rewards, information sharing, corporate social responsibility, etc.

HR culture and values includes following elements.

• Openness
• Collaboration and Team work
• Trust and Trustworthiness
• Authenticity
• Proactivity and Initiative
• Autonomy
• Confrontation
• Experimentation
• HR Culture
• Leadership climate
• Motivation
• Communication
• Decision making
• Goals
• Control
• Shared values
• Quality orientation
• Rewards and recognition
• Information
• Empowerment
• Learning orientation
• Openness to change
• Corporate social responsibility
• Health
• Safety
• Work satisfaction and motivation