The document discusses organizational climate and how human resource practices can influence it. It defines organizational climate as employees' shared perceptions and interpretations of their work environment. Factors like involvement, work pressure, and autonomy can shape climate. The document also examines how HR practices for employee relations, retention, and team building can impact climate. Finally, it presents models of organizational climate, like the shared-perception model, and discusses keys to a successful organizational climate.

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2. Agenda ….
 What is Organizational Climate?
 Factors that influence Organizational Climate
 How HR Practices influence Organizational Climate?
 Evolution of HR policies
 Theories/Model of Organizational Climate
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3.  KSF’s (Key Success Factors) for an organization
 Suggestions
 Conclusion
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4. What is Organizational Climate?
 Refers to meaningful interpretations of a work environment by
the people in it
– Are social relationships warm and caring?
– Are people treated fairly for rewards/recognition?
– Do people take pride in excellence?
 Organizational Climate is often referred to as Corporate
Climate
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5. Factors that influence Organizational Climate
 Involvement
 Work Pressure
 Co-worker Cohesion
 Clarity
 Supervisor Support
 Managerial Control
 Autonomy
 Innovation
 Task Orientation
 Physical Comfort
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6. How HR Practices influence Organizational
Climate?
 Employee Relations
 Employee Retention
 Team building activities – done to bring feel good factor in the
organization
 Payroll management
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7. Evolution of HR Policies
 ‘Employer Branding’
 Leave policies
 Performance management systems
 HR Audit
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8.  HRIS
 Job descriptions
 Information Security Management System (ISMS) within the
organization
 Employee Security
 Strong Information Security Team
 Physical Security
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9. From Client Perspective…
 Customized Engagement Processes
 Confidentiality
 Security
 Transparency
 Quality
 Integrity
 Availability
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10. Theories/Models of Organizational Climate
 Shared-Perception Model by Hart, Griffin, Wearing & Cooper
(1996)
 Maslow’s Hierarchy of Needs displays the five levels of
Human Needs
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11. Shared-Perception Model
 Mobilization of workforce to maximize performance
 Focuses on personal & professional parameters
 De-stressing through identification of supervisor and manager
behavior
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12. Maslow’s Hierarchy of Needs
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13. KSF’s for an Organization
 Recruitment, Hiring &
Orientation
 Training (for existing
employees and new hires)
 Health & Well-being
 Balancing work & personal life
 Knowledge Management
 Talent Management
 Information Security
 Performance, Rewards &
 Commitment to Quality
Recognition
 CSR
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14. Suggestions
 Invest more in branding through media
 Suggestion towards CSR – conduct a rally for a good cause
 Monthly Newsletter
 Common Blog
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15. Conclusion
“Never doubt that a small group of capable and committed
people can ever change the world, infact it is the only
thing
that ever did”
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