The organizational culture is no longer exclusively assigned to HR. It must be definitively integrated in the global strategy projecting to all areas of the company.
The digital transformation and generational variability that coexist in companies are pushing HR managers to design different management policies. Inflexible, rectilinear and bureaucratized cultural models no longer work. Now we must be open to change in the HR sector and everything has to be more dynamic and participatory.
What causes this change?
The new cultural change must ensure that human capital management helps the complete identity transformation of the company linking behaviors to corporate strategy.
The trend in HR management is focused on project flexible and moldable cultures that promote rapid anticipation of unexpected and unpredictable changes. Without a doubt, HR's response capacity to these events must be greater helping the company to be everlasting.
What should the new HR management be like?
The new HR management model associated with the cultural change of companies must integrate imaginative solutions that give response to the needs of workers and organizations. It is important to indicate that the speed of changes in companies and economic sectors is favoring the organizational culture more importance is given to it despite the fact that there will always be resistance to cultural transformation on the part of the “stakeholders”. There will always be fear of changing internalized habits.
The formal communication that provides information about the suitability of these changes will be the key tool to understand cultural and management transformation. Only work habits acquired and internalized over years will mutate, if the final objectives and the specific benefits that these changes bring are clearly understood.
We must be open, now more than ever to changes.
