Article 01 – Improving Organizational Culture through Talent Management
In the present modernized world of business environment, organizations are increasingly recognizing the importance of creating a positive and supportive organizational culture. When considering strategically managing talent, organizations not only enhance their overall performance but also build a strong, engaging, and healthy workplace culture. But how exactly can talent management improve organizational culture? Let us see the below ways that helps organizations to improve their organization culture through effective talent management.
1. Capturing the Right Talent
Attracting people who share the company's values is the first step toward creating a positive organizational culture. Team members will integrate and collaborate more easily if strategic hiring prioritizes cultural fit. Febrian et al, (Febrian and Solihin, 2024) highlight that aligning employee engagement and talent management with organizational culture significantly influences employee retention and satisfaction.
2. Developing Effective Leadership Capabilities
Organizational culture is shaped and maintained in large part by effective leaders. Putting money into leadership development training programs enables leaders to advance their current abilities to create a welcoming and transparent atmosphere. New hires, particularly those in leadership roles, have the power to drastically alter and change the culture of the company, which improves overall organizational performance, according to Cai (Cai Wei, 2024)
3. Employee Engagement and Retention
Employees who are active and engaged a valuable assets for a vibrant organizational culture. Talent management initiatives that focus on employee development, recognition, and well-being contribute to higher engagement levels. Training and development programs must be aligned with organizational culture, leading to improved employee engagement and retention (Febrian and Solihin, 2024).
4. Encouraging Diversity and Inclusion
An organizational culture that consists of different people coming from diversified cultural backgrounds brings various ideas that would bring success to the organization. Integrating diversity, equity, and inclusion (DEI) initiatives into talent management is not only supportive of the work environment but also drives effective innovation. The significance of DEI in augmenting organizational culture and economic success is underscored, emphasizing that diverse teams contribute to superior decision-making and performance (Ali Wajahat and Zakir Yusuf, 2025).
5. Promoting Teamwork and Knowledge Sharing
When team members are working in a collaborative and knowledge-sharing culture at work it helps for ongoing development and flexibility in the workplace. Learning and creativity are stimulated when talent management techniques support cooperation, candid communication, and the use of collaborative tools. Building a collaborative workplace, which eventually improves the company culture, requires regular training and employee participation in decision-making (Febrian & Solihin, 2024).
Conclusion
Maintaining a work environment that attracts, nurtures, and retains talented employees requires an effective and integrated organizational structure that consists of unique talent management techniques. Through prioritizing cultural fit in hiring, funding leadership training, encouraging DEI, and encouraging teamwork, companies may create a strong culture that propels success. Maintaining a competitive edge and attaining long-term success will depend on matching talent management with cultural goals as the business environment changes.
References
- Ali Wajahat and Zakir Yusuf (2025) In defense of DEI | Wajahat Ali and Yusuf Zakir | The Guardian. Available at: https://www.theguardian.com/commentisfree/2025/jan/09/diversity-equity-inclusion-importance (Accessed: 16 March 2025).
- Cai Wei (2024) The Power of New Hires: How Fresh Talent Shapes Company Culture | Columbia Business School. Available at: https://business.columbia.edu/insights/business-society/power-new-hires-how-fresh-talent-shapes-company-culture (Accessed: 16 March 2025).
- Febrian, W.D. and Solihin, A. (2024) ‘Analysis of Improving Organizational Culture Through Employee Engagement, Talent Management, Training and Development Human Resources’, Siber Journal of Advanced Multidisciplinary (SJAM), 01. Available at: https://doi.org/10.38035/sjam.v1i4.
Interesting read! Getting the right talent is important for an organization's culture. Employees that fit the organization has a positive impact on its culture. All the above points highlighted in your article do influence the culture.
ReplyDeleteImproving an organizations culture is influence by several factors such as talent management, employee engagement and learning and development (Febrian and Solihin, 2024).
Febrian, W.D. and Solihin, A. (2024). Analysis of Improving Organizational Culture Through Employee Engagement, Talent Management, Training and Development Human Resources. Siber Journal of Advanced Multidisciplinary, [online] 1(4), pp.185–195. doi:https://doi.org/10.38035/sjam.v1i4.86.
What barriers do organizations face in improving the culture what action could organization take to mitigate them?
Hi Nirosh,
DeleteThanks for your insightful comment.
When improving organizational cultures, there are numerous obstacles that organizations face. These obstacles need to be overcome strategically, and they may be different from internal opposition to structural difficulty. Below are some of the key points that could be used to mitigate such barriers that were identified:
1. Lack of Leadership Efforts
• Barrier: If there is no supportive leadership, the cultural changes will not be able to get activated fully. Therefore, the effectiveness of the effort will fade away.
• Action: Make sure that seniors who are in leadership positions are not only engaging in cultural changes, but they are also actively involved in the process. Leaders should be able to be a role model that has the capability to be adopted to new desired behaviors, communicate consistently about the cultural vision, and hold others accountable.
2. Lack of Adaptability to Change
• Barrier: There are some employees who are reluctant to change, especially if they feel that the existing culture is being threatened. This kind of behavior might be due to fear of the unknown or perceived risks to job security.
• Action: Involve employees at an early stage of the process. Receive their continued feedback, allow them to be part of the change process, and make sure their ideas and suggestions are heard and addressed. Provide clear communication about the benefits of the cultural shift and how it will impact their career in the organization positively.
3. Insufficient Clarity in Vision or Strategy
• Barrier: When a cultural vision is stated in an unclear manner , employees may not know what they are aiming for, which could lead to haphazard attempts or resistance to change.
• Action: Create a compelling and distinct vision for the culture that complements the organization's overarching objectives. Create quantifiable milestones and break this vision down into manageable steps. Make sure the vision is clear, applicable, and pertinent to workers at all levels.
4. Toxic Work Cultures or Existing Negative Norms
• Barrier: Long-standing, harmful subcultures or practices (such as a lack of cooperation, poor communication, or fear-based environments) can be hard to break and undermine larger cultural initiatives.
• Action: Act quickly to identify and address negative subcultures and activities. Make everyone answerable; have a very clear discussion on the damaging consequences of these behaviors and expectations of change from people. Instead, encourage the growth of positive subcultures that are aligned with the organization's vision.
This highlights the importance of creativity and cooperation for company culture. How can organizations constantly encourage employee participation in decision making to maintain a collaborative environment?
ReplyDeleteHi Shehan,
DeleteThanks for your comment.
As per the question you have referred to employee participation in decision-making which will help to improve organizational culture, could be discussed from few steps. The following steps are also linked to talent management which focuses on developing and motivating employees.
1. Facilitate Transparent Communication
Create an environment where staff members can express their thoughts and suggestions without hesitation. The organization should implement regular meetings together with surveys and feedback sessions as methods for employee input. Employees maintain stronger company connections when they understand their opinions matter.
2. Involve Leaders in Collaboration
When important decisions are being taken in an organization, leaders must be able to obtain ideas from their employees and make them also a part of decision-making procedures. If organizations take these kinds of initiatives employee turnover could be reduced because employees will feel that they are valuable to the company.
3. Create Cross-Department Teams
In the modernized corporate culture, employees are being rotated where they don't stick together in one assigned task all the time. This method helps to share the knowledge among the team members.
4. Reward Participation
Organizations must take initiatives to appreciate employees that shares ideas towards company wellbeing. Public Praise, Rewards or implementing ideas are some of the ways that would help employees to be motivated. Recognize employees when they share ideas or contribute to decisions.
Considering the above-mentioned steps, organizations can build a collaborative culture where employees are actively involved in decisions, leading to stronger engagement, better teamwork, and a positive work environment.
Improving organizational culture through talent management is essential for long-term success. By effectively identifying, developing, and retaining top talent, companies create a workforce that aligns with their values and goals. Talent management practices such as providing growth opportunities, recognizing achievements, and fostering a supportive environment help build employee engagement and loyalty. When employees feel valued and supported, they are more likely to contribute positively to the company's culture, promoting collaboration, innovation, and overall organizational success. Strong talent management drives a culture of excellence, accountability, and continuous improvement.
ReplyDeleteThis is very interesting to read. This article clearly explains how talent management plays a crucial role in shaping organizational culture. Especially, it's a great idea to prioritize cultural fit when hiring and also employee engagement and retention are valid points here because motivated employees really do make a difference in workplace culture.
ReplyDelete