What is in there for organizations to invest in organizational culture?

Hi,
I need the instructions to be read carefully and everything that is being asked, to comply.
Below the requirements and attached you will have explanation about the project.

The
topics to be covered, and headings of the Project Report, and Presentation
should include:
• Title Page
• Table
of Contents
• Executive Summary
•
Company History/Background
• Organizational Vision, and Mission
• Critical Analysis and industry comparisons
of your chosen OB sub-system (as mentioned above)
• Key
Findings/Strengths, Recommendations and Development Opportunities, Implications
• References
•
Appendices
APA
writing conventions should be followed in the report (15-16 pages) with a
minimum of six (6) sources referenced and cited including in-text citations (if
you are presenting another author’s ideas in your own language you still have
to provide the in-text citation of that author), report format and references
in APA format. The report must demonstrate analysis of the material and its application
to the workplace. Title of the company cannot be your report title due to
copyright reasons
882803
an hour ago
About the project:

I need you to construct this part of the project where we need to project /redesign an internal HR system/process for a small Accounting company ( a start up) that doesn’t have a HR department and this process is done by one of the owners.
What the company wants :
1- Designing/redesigning an internal system or process related to on-boarding, recruitment and selection, employee engagement, change management, talent management, or work/life balance.

2- Developing a plan to address employee turnover/employee retention.

==

We need to make recommendations on the preferred culture aligned with company’s goals, industry wide trends, current situation, and
employees’ expectations.
What is in there for organizations to invest in organizational culture?
Research evidence has reported that organization’s culture influences organizational performance, job satisfaction, employee turnover,
absenteeism, innovation, agility, engagement, and competitiveness.

Research also shows that a toxic culture decreases productivity with 40%, while an effective culture increases productivity with
20%, and a positive culture even with 30-40% (Ocai-online.com).

Best practices to be considered in the material: ( other ideas are welcome)

1 – Conduct efficient recruitment and selection It does not matter if the recruitment and selection will be carried out in-house or by a specialized consultancy, but it is essential that it is an agile, efficient process that attracts and retains the best talent.
Currently, technology already makes it possible for this activity to be carried out in an organized, fast and transparent manner. Look
for a recruitment software that streamlines the operational steps and identifies the profiles that best match the company’s culture to carry out the face-to-face phases. Look for a recruitment software that streamlines the operational steps and identifies the profiles that best match the company’s culture to carry out the face-to-face phases. Kenoby is an example of a system that allows end-to-end management of recruitment, from requesting positions to hiring the candidate. It’s worth holding back!

2 – Promote the integration of new employees Prepare a welcome kit for your new talents: badge; office supplies; uniform (if necessary); company presentation material (folder, e-books, newspapers, magazines, social media links, website and blog); list of the main restaurants in the region with type of food, address and price range; explanatory materials on the benefits or links (meal vouchers, food vouchers, health plan, physical activity benefits, among others) and the main company policies: IT, HR, Communication, Purchasing and rules for other areas.

Choose someone or do a company presentation yourself. Show what the organizational chart is and what the company’s values and mission
are. Tell a little about the history and main goals. Here it is important to show the difference that his work will make, talk about career prospects (if any) and also make clear the rules and what is allowed or not in the organizational environment (or outside it, but on behalf of the company, as on social networks or on the street, wearing the company uniform).

Ask someone from the company or assign a professional in the new employee’s area to introduce him or her to everyone in the company. It is
important to analyze whether, for the hired function, the employee needs to know some of the areas in greater depth and schedule presentations/training.

3 – Offer training This is one of the HR practices that need to be performed frequently. First, because there are training that are mandatory for certain functions or required by Laws or Regulatory Norms (work in confined environments, at heights, etc.). And there are also those that are requested by customers (especially when your company provides services to other companies). In addition, a company that cares about the development of its employees comes out ahead in matters such as good customer service, excellence in delivery and a great environment to work. It is interesting to search for good free courses (in person or online), ask an employee to provide internal training or provide a budget for technical training.

4 – Conduct performance evaluations Currently, there are many partners and digital systems that facilitate the application of performance evaluations of all types: behavioral, self-evaluation and 360. This people management tool allows the performance of employees to be evaluated, in addition to their strengths and improvement. This is who guides the delegation of tasks, the necessary training, the feedback sessions, the dismissals and the promotions, based on the evaluations. Listen to other managers, co-workers, and customers. It is important to define a periodicity and respect it.

5 – Develop incentive campaigns No matter the size of your company or your budget: it is always possible to implement new incentive and recognition campaigns. The employee who stands out the most in each month or in each area can receive a symbolic gift, such as a salary bonus, a discount on a specific product/service, or a day off.
One of the ways to get motivated and engaged employees is to set goals, encourage healthy competition and publicize the awards and
respective winners. At the time of annual planning, remember to insert incentive campaigns, according to commemorative dates or corporate events.

6 – Implement effective communication channels Be creative and seek to implement communication channels that best match the company’s culture to improve people management. If the president is approachable and available, promote cafes or install an exclusive WhatsApp for communication with him. If the company has employees of different age groups, make sure to implement channels for each one of them: radios, comics and corporate TV for the factory floor; applications and games for younger and more attuned employees; newsletters, intranet and information for the more traditional ones. It does not matter which new channels will be implemented, but rather being able to disseminate the corporate culture, values and information in a clear, direct and effective way.

7 – Apply environmental surveys Maintaining a healthy and productive work environment is essential to delivering excellent service and great results. After applying other actions such as training, performance evaluations, incentive campaigns and integrations, it is possible to measure how the employee analyzes his own work environment, through climate surveys. It is the ideal space to collect complaints and suggestions.
If HR takes the best advantage of the research, it will be able to guide the next actions and the management of the business based on its results.
It is essential that HR practices do not fall into obsolescence. For this, always look for innovations, respect the frequency of their applications and be open to hearing what managers and employees think of them.

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