Finding a “Great place to work” has been an increasing interest among organization employees, and value proposition is now recognized as the realistically necessary element for recruiting and maintaining excellent talent. Organizational cultureis not just about what’s expressed on the outside or a symbolic event, but about a complexity of internal norms, values and motives that are expressed. Being able to picture the pros and cons of the dominant form of culture that the organization currently has and the type of culture that is desired for the future, and then, implementing a program that could improve it, is something we can’t see and replicate, thus said to determine the organization’s competitiveness.
HCG presents 4 major types of domain regarding Organization Culture Diagnostic and Improvement measures.
First, the visual domain known as “Cultural Shaper”, such as the organization, HR system, and business environment.
Second, the domain we routinely observe, known as “Operating Culture”, which includes leadership, communication, and cooperation within the organization.
Third, “Cultural Outcome”, which explains the resulting satisfaction and commitment levels of the organization employees.
And finally, “Cultural Typology”, which categorizes the motivating factors, the standard for success and achievements and the mood.
Through the various domain diagnostics, we candesign and provide not only the direction for organization culture improvement, but also the appropriate programs.