Company Values in HRM: The use of company values in increase the effectiveness of Human Resource Management

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dc.contributor Aalto University en
dc.contributor Aalto-yliopisto fi
dc.contributor.advisor Koveshnikov, Alexei
dc.contributor.author Pitkänen, Pekka
dc.date.accessioned 2018-06-29T10:14:05Z
dc.date.available 2018-06-29T10:14:05Z
dc.date.issued 2018
dc.identifier.uri https://aaltodoc.aalto.fi/handle/123456789/32573
dc.description.abstract Objective of the study In the Human Resource Management literature, company culture has been established as a potential source of competitive advantage. However, while company culture can be a great asset, developing and managing one can be a very difficult ordeal. This study aims to explore and shed light into the building blocks of culture: company values. Looking at values from the point of view of HRM, the study will answer three research questions: 1) How can companies identify their company values? 2) How can companies use their company values to improve their HRM? and 3) What kind of benefits can a company gain from linking values with HRM practices? Methodology and analytical framework The data for the research was collected through six semi structured interviews. Three different companies were selected for the interviews, and from them, an HR manager and a regular employee were interviewed. Value programs are often a ‘pet project’ of the HR department, thus an employee was interviewed to see beyond the prepositions of the party that conducted the program. This separation allowed the study to explore not only the reasons behind the implementation of value programs, but also the perceived worth of the programs in the company. The interviews focused on the theoretical framework of 1) Strategic selection of values, 2) Operational selection of values, 3) Use of values in HRM, and finally 4) Feedback loop of evaluation of values. Findings and conclusions The study found that value programs are used in various strategic purposes, but they are rarely implemented in a way that gives full benefit for the company. It was found that companies tend to focus on either core/cornerstone values, or internal/operational values, but rarely have both working together for full benefit. Cornerstone values were used to ground the company and give its employees a clear direction for the long-term. Companies with cornerstone values saw increased employee satisfaction in the long term, as well as minor benefits in value driven decision making. Operational values on the other hand, were used to guide the everyday behavior of the employees in a way that best supports the long-term vision and mission of the company. Operational values greatly benefitted the company culture and climate, proving a strong tool for strategic human resource management. It was also found, that evaluation of the value program was very important, not only in continuous improvement, but also for the credibility of the entire program. Employees pay special attention to the evaluation of value programs, as a measure of their importance for the management, and thus the company. en
dc.format.extent 66
dc.format.mimetype application/pdf en
dc.language.iso en en
dc.title Company Values in HRM: The use of company values in increase the effectiveness of Human Resource Management en
dc.title Yrityksen arvot osana henkilöstöjohtamista: Yrityksen arvojen käyttö henkilöstöjohtamisen tehokkuuden lisäämiseksi fi
dc.type G2 Pro gradu, diplomityö fi
dc.contributor.school Kauppakorkeakoulu fi
dc.contributor.school School of Business en
dc.contributor.department Johtamisen laitos fi
dc.subject.keyword company values en
dc.subject.keyword company culture en
dc.subject.keyword strategic human resource management en
dc.subject.keyword value program en
dc.identifier.urn URN:NBN:fi:aalto-201806293983
dc.type.ontasot Master's thesis en
dc.type.ontasot Maisterin opinnäyte fi
dc.programme Management and International Business (MIB) en
dc.subject.helecon johtaminen fi
dc.subject.helecon henkilöstöhallinto fi
dc.subject.helecon yrityskulttuuri fi
dc.subject.helecon organisaatiokulttuuri fi
dc.subject.helecon arvot fi
dc.subject.helecon tehokkuus fi
dc.subject.helecon strategia fi
dc.ethesisid 17252
dc.location P1 I fi


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