A practice on the role of human resources management on change in organizational culture

The organizational culture is defined as a system of norms, attitudes, values, beliefs and customs that steer the behavioral conduct of workers in an organization. Therefore, one may state that organizational culture is the entirety of dominant values and beliefs that shape the thoughts and behaviors of members of an organization. In today?s competitive environment, the cultural concept which keep organizations in existence tends to enter a process of change, especially with the introduction of an understanding and philosophy of Total Quality Management, throughout the organization. Considering that change in organizational culture is dependent upon people, the Human Resources Management (HRM)has a great role to assume and play in establishment and implementation of a culture necessitated by quality management systems. Efficient use by the Human Resources Management of planning (which involves, election, placement, orientation, job descriptions and work assessment), training, charging and performance assessment plays a deterministic role, throughout the process of change. Having a major role to play in recognition and adoption of the renewed organizational culture among organizational workers during the change phase, HRM becomes a multi-functional tool, which needs to work in an integrated manner with all other organizational wards and levels. In other words, the human resources management plays a significative role for the organization-wide recognition and adoption of the new culture brought about by the total quality management.