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The fact is that HR – or anyone working in HR – can interpret the role in different ways. In my case, I think about the future of the company as an HR person. Therefore, it is normal for me to deal with culture, organization and talent at the same time.
What is corporate culture
But what is culture? If we were to define it, it means creating, through our behavior, a company that is exactly what we want to work for, i.e. a company based onInclusivenesswhich makes diversity of thought, gender and ability the foundation. Creating a corporate culture means creating a healthy DNA for a company, so what type of leaders should I look for, what kind of people should I cultivate, and what behaviors do I expect them to have?
Corporate culture therefore evolves not only in the direction of individual processes, but also makes the company a very strong ecosystem. If my imagination becomes reality, this will happen thanks to people who have values reflected in the company’s values. In fact, we must remember that an organization can undoubtedly evolve, but cannot change its basic DNA like the DNA of a person.
In light of all this, I believe that the role of HR is particularly important today, as it has the potential to culturally shape an environment where everything imaginable can become concrete. It doesn’t matter what the company’s definition is, what matters is how we as HR contribute to it. Therefore, we must create a conducive environment for talent to flourish while accepting feedback in the right way. In fact, such feedback helps people develop in a constructive way and reminds them that they can play a leading role in building their own development. First and foremost, people must invest in themselves.
My role as HR is to ensure that concrete actions are taken so that they can continue on the path of personal development that they must first believe in. Let’s not forget that each of us, even in a company, must take individual and personal ownership. You can’t assume that everyone will change at the same time.
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