An organisation small or big, needs to have its DNA and culture, yes it will evolve and stay dynamic. It needs to be set in motion early in an organisation’s journey though. That then defines the values, the path and stays a guiding principle. SMEs & Startup's, given that they are managing with limited bandwidths and resources more so in terms of time- which is then focused on the core business, can do with help of an external entity that focuses, mentors and monitors the policy formulation and implementation in the organisation’s journey. Furthermore, a strong organisational culture has proven to be vital for employee engagement and retention. When employees feel a sense of belonging and purpose in the workplace, they are more likely to remain with the organisation and contribute to its growth. In fact, studies have shown that companies with strong cultures outperform those without them in terms of employee retention, productivity, and profitability.
Human resources (HR) plays a crucial role in fostering a positive organisational culture. They develop, implement policies and procedures that promote a healthy work environment. Some of the factors they ensure and enshrine into the organisational DNA are diversity and inclusion initiatives, employee recognition programs, and flexible work arrangements. And all of this without compromising the achieving of the organisation’s short medium term goals and long term vision.
In conclusion, one would submit that, it is clear that investing in human resources and organisational culture is not only crucial for the success of any business, it is an absolute essential. By focusing and investing in the HR function, organisations can attract and retain top talent, improve productivity and profitability, and ensure compliance with legal requirements. Whether through internal HR teams or external consultants, businesses must make a concerted effort in the function, so as to thrive in today's competitive landscape.