The document discusses organizational climate, defining it as the interpretation of the work environment by employees and identifying factors that influence it such as supervisor support and employee involvement. It outlines how HR practices affect this climate through areas like employee relations, performance management, and corporate branding. The document also presents theories of organizational climate, key success factors for organizations, and provides suggestions for improvement.

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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
 KSF’s (Key Success Factors) for an organization
 Suggestions
 Conclusion
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3. 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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4. Factors that influence Organizational Climate
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 Involvement
 Co-worker Cohesion
 Supervisor Support
 Autonomy
 Task Orientation
 Work Pressure
 Clarity
 Managerial Control
 Innovation
 Physical Comfort

5. 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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6. Evolution of HR Policies
 ‘Employer Branding’
 Leave policies
 Performance management systems
 HR Audit
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7.  HRIS
 Job descriptions
 Information Security Management System (ISMS) within the
organization
 Employee Security
 Strong Information Security Team
 Physical Security
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8. From Client Perspective…
 Customized Engagement Processes
 Confidentiality
 Security
 Transparency
 Quality
 Integrity
 Availability
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9. 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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10. 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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11. Maslow’s Hierarchy of Needs
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12. KSF’s for an Organization
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 Recruitment, Hiring &
Orientation
 Training (for existing
employees and new hires)
 Talent Management
 Performance, Rewards &
Recognition
 CSR
 Health & Well-being
 Balancing work & personal life
 Knowledge Management
 Information Security
 Commitment to Quality

13. 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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14. 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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