The document discusses the role of human resources in influencing organizational culture. It summarizes that the HR function can influence organizational culture through its practices related to recruitment, selection, training, development and performance management. HR acts as a change agent and can help develop a supportive culture by aligning practices with strategic goals and addressing deviations. The literature review found that HR influences employee perceptions and interpretations of the organization, and that organizational effectiveness depends on developing culture through HR measures.

1. The Role of the Human Resources
Function in Influencing Organizational
Culture
Mariya Gavrilova Aguilar, A. Esther Joshua-Gojer,
Denise Philpot, & Laura Pasquini
University of North Texas
AHRD International Research Conference in the Americas
St. Louis, MO #AHRD2015

2. 2
Introduction
The 21st century HR function should incorporate HRD and
OD (Ruona & Gibson, 2004).
In HRD research, organizational culture is “limited to the
rational managerial perspective on culture, employees and
organization” (Plakhotnik & Rocco, 2005, p. 97).
More organizations need to recognize the critical importance
of utilizing the HR function towards organizational success
(Green, Wu, Whitten, & Medlin, 2006).

3. 3
Research Question
Does the HR function influence organizational
culture?
Purpose
Discuss prior HRD literature
Compares and contrast HRM and HRD

4. 4
Definitions
Organizational culture is the pervasive
underlying set of beliefs, values, assumptions,
shared feelings and perceptions that influence
the actions and decisions of organization
members (Schein, 1985).
Ulrich (1997) proposed four roles of the HR
function: administrative expert, employee
champion, change agent, and strategic partner.

5. 5
Methodology
Comprehensive literature review – 1997-2014
Search terms: “human resource
development”, “organizational culture”, and
“HR function” ”
EBSCOhost, PSYCH Articles, university
library online research tool, and Google
Scholar – 57 abstracts and in-depth review

6. 6
Findings – Evolution of the HR Function
The HR function influences performance through employees’
perceptions and interpretations of their organization
(Center for Advanced Human Resource Studies, 2011).
The HRM practices between the early 1990s until 2000s
were concerned with fostering organizational culture
(Ruona & Gibson, 2004).
HRD possesses a set of approaches in implementing
change, changing organizational culture, connecting with
organizational stakeholders, and building concrete
strategies and actions (Garavan & McGuire, 2010).

7. 7
Findings – HR Function as Change Agent
There is a link between HR and social common
structures such as climate and culture (Coelho
& Gomes, 2011).
Organizational effectiveness largely depends on
its culture and is developed by various human
resource development measures incorporated
in everyday organizational life (Abichandani,
2012).

8. 8
Discussion/Implications for HRD
Organizational culture is positively affected by the HR
function in the areas of recruitment, selection, training,
development, performance appraisal, progressive
discipline, and organizational diversity and inclusion.
The HR function can lead the development of a supportive
organizational culture by aligning its practices with the
strategic organizational goals and addressing deviations
through consistent application of its policies and
implementation of innovative approaches.