How does a company's value statement affect HR activities and how HR balances the needs of

the employer, employees, and the larger society?

Also, do you believe that it is possible to have major cultural change without separating current
employees from the organization, and if not, what percentage is required to install lasting
substantive change?

The value statement serves as the core of a company culture to guide and direct the organization
and forming decisions. These values set a standard that the organization and employees must
uphold in overseeing all decisions and conducting its behavior in pivoting for a consistent
corporate culture. With a clear, distinguished set of values and principles, it can attract and retain
competent and skilled employees who share its beliefs, and improve overall decision-making
with a clear sense of direction to build an established brand. It assists a company in
communication its purpose and priorities to customers, stakeholders, employees, and the public.
The sole responsibility of HR is to enforce these core values to ensure the employees understand
and instill them in their work and behavior. The fundamental aspects of HR is to select and keep
qualified candidates who share the same moral code as the company and develop an
organizational culture that reflects these core values. Moreover, asides from recruitment and
enforcing a health work culture, HR utilizes the values statement to review and improve the
performance and productivity of employees. The value statement may affect how the HR
conducts its activities; nevertheless, it demonstrates integrity and keep the workforce attuned
with its core values.

HR continuously serves the employees and the business equally, often navigating between the
employee needs and business decisions. The Human Resources (HR) department remains
transparent with employees and employers to build a culture of trust. It may be consist of
disseminating crucial information in employee handbooks or corporate website to help them
understand what organization they work for. It improves employee engagement and form a
purpose driven work culture in conducting all activities within the company. The HR department
further protects the company through delivering competent and experienced employee candidates
that share the company's values and vision and keep up with the productive pace of the
workplace. Ultimately, the HR department communicates with the employees to delegate the
decisions made by the employers and ensure all employees conduct their work fairly and timely.

There are several plausible causes as to how the organization's work culture shifts other than
separating current employees from the company; this may be through administeration of new
leadership or management, declining business performance, or changes in its external
environment. When sales decrease and profits continue to decline, the company may change the
culture to enforce stricter and comprehensive work culture to avoid employees becoming
complacent and fulfilling the need to innovate the culture, services/products, and the
management. Moreover, new management or administration may change the overall work
culture of an organization. It may potentially cause employees or other succeeding managers to
be resistant with the change in terms of how the new management leads and deliver strategic
plans to employees. The other sole cause of a significant change in the organization's work
culture are external factors (i.e., political, technological, economic, legal, etc.) which the HRM
continuously addresses to ensure the organization's goals, activities, and strategic plans do not
interfere with these, specifically external legal factors. Moreover, they may even use these
external factors to their advantage; such as upgrading to technologically advanced equipment to
produce quality products or services to have an edge against competitors or branch out new
products. Hence, depending on how the organization responds to these external factors, it may
make or break the business culture and performance.

Changing company culture does not need to entail omitting long-term and current employees
from the organization. Instead, proper communication and transparency must be implemented to
settle any present issues. The company must too conduct any sudden changes in a slow, paceful
way and avoid making any rushed decisions to help employees transition. What other activities
the company may conduct is holding training and development orientations to correct any
behaviors or better improve the overall productivity of the employees.