An organization should build and promote a culture that encourages effective workforce performance. Individuals have certain beliefs, attitudes and values related to how they contribute to the overall success of the organization and how the workforce should be organized to accomplish objectives. The workforce management culture addresses how authority is delegated; how workforce performance is enabled and evaluated; and the degree to which management and the workforce itself is committed to the organization and each other. The workforce includes all members of the organization including: senior executives, management, supervisors, staff and other agents who act on behalf of the organization.
Principles
> Commitment to competency and enabling the workforce
> Understand workforce satisfaction with jobs and the organization as a whole
> Management commitment to the workforce
> Workforce commitment to the organization
> Explicit accountability and responsibility
Business Objectives
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To understand and develop the workforce culture to support an effective program
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To drive program performance through the use of available employee/management and training tools
Considerations
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Size and scope of an entity (number of employees, number of locations, number of core business functions, etc.) may greatly affect the appropriateness of its level of formality -- formal is not always the best or most appropriate choice
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The entity's management may not have a uniform understanding of its workforce culture, and in particular its management philosophy, and it may vary from unit to unit, and function to function
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Differences in workforce culture should be considered in any mergers or acquisitions where clashes of culture may arise
Critical Success Factors
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A close working relationship between HR, legal and compliance and ethics functions
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Integration and promotion of ethical business principles in all aspects of the workforce culture
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Understanding of ethical culture in context of workforce culture