How do you research HR culture and expectations?

HR Culture and Expectations are related to each other and crucial for achievement of personal and professional goals at large, let’s understand: 1. Work “Culture” in an org. Plays pivotal role in overall shaping the productive environment and delivery of desired business objectives. However, “Expectations “ is a two way process of inter-dependent understanding and striving toward fulfilling business objectives , thereby fulfilling individual aspirations and a group at large. 2. Work force diversity, social customs and rituals plays pivotal role in shaping culture of an organisation. A vibrant and inclusive approach across industries professionals, sometime networking and checking out best practices helps in identifying good culture.

Why is this being called out as "HR" culture and expectations? In my opinion, doing so draws a line between the employees and company as a whole and HR. The best most effective HR teams are true business partners to the entire organization. They work cross functionally to build and maintain a company culture of shared beliefs, norms, and vision. HR teams that "walk the floor", listen to employees, and support them as an important link in the Customer Delight chain drive successful cultures. Those that don't have a tendency to lose respect of the organization, are viewed as policy policy and become obstacles to achieving a company's growth goals.

Expectations are the fuel that propels our HR engine. They shape how we approach recruitment – sourcing the stars that align with our company's DNA. They infuse creativity into performance management, sparking growth conversations that redefine success. Dynamic Diversity: Remember, HR culture isn't one-size-fits-all. It's a tapestry woven from the threads of our organization's identity – size, industry, and values. The Catalyst of Change: Through this culture, we become architects of transformation. Compliance isn't just checkboxes; it's our commitment to ethical brilliance. Training isn't mere workshops; it's empowerment for growth.

I believe that this involves a multifaceted approach. It's crucial to engage in open dialogues with HR team members and employees at all levels to understand their perceptions, experiences, and concerns. Studying the industry and competitive landscape allows HR professionals to stay informed about evolving HR trends and best practices. Leveraging industry benchmarks and conducting peer comparisons can help shape HR strategies and expectations. Monitoring legal and regulatory changes is vital to ensure HR practices remain compliant. Staying updated on labor laws, diversity and inclusion initiatives, and ethical standards is essential for creating an HR culture that aligns with both organizational goals and broader societal expectations.

One thing I like to do is ask during an interview, why a position is open. If the response has a lot to do with the prior candidate then I proceed with caution and ask more supporting questions to determine the turnover with their roles in general. I may also ask about typical exit interview responses as well.

Pay attention to what employees are saying (or not saying) about a company’s core values on platforms like LinkedIn, Indeed, or Glassdoor. Core values shape both HR + organizational culture. They are the identity of a business. If there’s radio silence or minimal conversation, chances are employee experiences from these principles are either negative or the culture is bad. On the other hand, if discussions are robust and heavily centered on the impact core values lends to their roles, then HR and organizational culture is most likely strong.

Take some time to ask your interviewers about their experience at work - especially those at a level similar to the one you are interviewing. Ask about how work is assigned, how they contribute ideas, what opportunities for growth they are given, what values the organization has. A genuine answer can be more valuable than things you will read on Glassdoor or other reviews of past employees. Additionally, if there is NO time for you to do this in your interviews then that is a (bad) sign.

Listen for the TONE of the company. When you're reading their website, articles they've published, their LinkedIn posts, and even in their job descriptions...listen for tone. Do they sound buttoned up, or laid back? Are they evoking feelings (do you find yourself smiling or frowning, or getting excited?) When you're talking to people who work there, or those in your network who have left, listen for their tone. Do they have an enthusiasm as they speak about the environment? Do they sound down or bitter? What kind of information does the company share first? (Culture, product, workload, leadership?) The information you can find or people share most readily may be a data point into what's most important to the company.

The best judgement for this is average tenure of employees in an organization.Also,reviews over different sites like mouthshut glass door or ambition box by naukri.com gives u a fair idea ?? about company culture. Also,it is very important to know whether it's replacement position or new position and in case of replacement, how many years earlier the person had served on this same position. You can also judge the culture by spending few minutes in office cafeteria or at reception itself. Happy people vs depressed people are always very different lot. Then obviously the compensation and compensation structure ( like more amount into variable) will make it more easy to understand hr culture and expectations about the culture to expect.

Once the research is done about the culture of the organisation, it is important to conduct a self assessment on where individual’s skillset and behaviour align with the organisation. During the responses to question sharing how fitment is achieved on skill set and cultural level helps achieve a buy in with the panel. Refrain from manufacturing responses without context just to align with culture since faking gets caught, especially in people management roles.

-Sentirte realmente identificado con la mayoría de lo que se promueve -Estar dispuesto a vivir la cultura de manera integral y no sólo lo que te gusta -Ser propósito y trabajar en equipo - Mencionar ejemplos en donde hayas tenido la oportunidad de vivir esa tipo de cultura

Understanding the products and services offered by the company is crucial for success in the interview process. Align yourself with these offerings as much as possible and familiarize yourself with the job scope. Typically, HR culture across companies is influenced by the nature of the products and services they provide. Therefore, gaining insight into these aspects can provide valuable context for understanding the organization's HR culture.

Before the interview, research the company's culture and values. During, inquire about how these align with your professional goals. Ask about team dynamics, emphasizing your collaborative spirit. Discuss growth opportunities, showcasing ambition. Post-interview, send a personalized thank-you note expressing continued interest. Follow up on any discussed timelines, displaying proactive communication. These questions and actions illustrate your commitment, making a lasting impact on the interviewer. By showcasing genuine interest and follow-through, you significantly enhance your chances of standing out and securing that role.

From my experience I will suggest : - Begin your research by visiting the company's official website. Look for sections like "About Us," "Careers," "Gallery," "Media," or "Our Culture." These pages often contain valuable information about the company's values, mission, and work culture. - Explore the company's social media profiles (LinkedIn, Twitter, Facebook) to gain insights into their recent activities, employee testimonials, and any culture-related posts. - Read employee reviews on websites, pay attention to both positive and negative comments to get a well-rounded view of the organization. - Use LinkedIn, attend events virtual or in-person, networking can provide you with insider information that might not be publicly available.

I question the usefulness of the idea of a specific HR culture. Within a larger organization, there may be various layers of culture in specific teams or regions/countries, but it often distills to one overarching company culture. When trying to grasp the company culture, I recommend listening, observing, and asking questions, paying close attention to the responses. Descriptions on web pages can be misleading, often portraying more wishful thinking than reality.

Personally, I believe it’s better to explore and understand what helps HR thrive in an organisation. In my experience this differs in organisations so there’s no ‘one size fits all’. Each organisation has a uniqueness and a story. This uniqueness’ helps to create a culture, which needs to be understood and appreciated before establishing what needs to change.

On of the issue which continue to manifest is the expectation of "The Right Fit". This is not just the Organizations problem of finding the right fit, but also the Psychological Contract of finding affiliations or associations during or immediately after the hiring process. Yes, applicants need to standout but also need not Stand-in for the sake of it. Like an Onion, each layer which speaks about the culture should match or be in close approximation to one's expectations, starting with Purpose, MVV, EVP and the social media validations.

To research HR culture and expectations, you can use various sources and methods, such as: ? The organisation's website and social media. ? Employer review sites and forums. ? Online resources and tools. ? Search engines: ? Industry publications or reports: ? Analytics of culture: ? Your network or contacts. By using these sources and methods, you can research HR culture and expectations effectively and efficiently, and make an informed and confident decision about your career.

When researching HR culture and expectations, remember to assess company values, cultural fit, industry trends, seek feedback, emphasize adaptability, and showcase knowledge of ethical and legal compliance. Highlight strong communication, a commitment to learning, problem-solving skills, and leadership qualities. These factors will improve your chances of aligning with HR culture during the hiring process.