Module 2: The Organization and Its Environment

Defining Organizations00:01:02

Organizations are defined as deliberately structured social arrangements designed to achieve specific goals. They are classified by size, purpose, and legal form, which heavily influence the role and scope of the HR function within the company.

Formal and Informal Structures00:02:48

Every organization has a formal structure (roles, charts, policies) and an informal structure (social networks, grapevines, and unofficial norms). Effective HR practitioners must navigate both to successfully implement organizational change.

The PESTL Framework and External Environment00:04:27

HR must constantly scan the external environment using the PESTL framework (Political, Economic, Sociocultural, Technological, Legal, and Environmental) to anticipate shifts that impact recruitment, compensation, and labor strategy.

Organizational Culture Analysis00:06:01

Using Edgar Schein’s model, culture is broken down into artifacts, espoused values, and underlying assumptions. HR must identify and close the gaps between official company statements and the actual behaviors of employees.

Filipino Values and Cultural Intelligence00:07:28

Understanding Filipino social ethics like kapwa, hiya, and malasakit, alongside Hofstede’s dimensions of high power distance and collectivism, is essential for designing HR systems that resonate with local workplace culture.

Learning Activities and Conclusion00:09:54

Students are assigned tasks to apply these theories, including a PESTL analysis, a culture gap diagnosis, and a stakeholder map, preparing them for future modules on management functions like planning and decision-making.