Organizational Systems and Structures

Human Resource Management








Human resource management (HRM) play significant roles in any organization. Among its core roles include planning, implementing, and carrying out recruitment, selection, training, career and organizational initiative. The major goal of any HRM system in an organization is to maximize productivity by optimizing the employees’ effectiveness through improving their work life and considering them as valuable resources in an organization. As such, human resource management have a role to play in promoting employees development, their satisfaction as well as their compliance with employment-related laws. This entails consideration of the type of management style deployed in an organization.

Functions of HRM

Through effective management of employees by efficiently run human resource department, organizations can meet various business needs. This entails performing different functions of HRM by HR practitioners. These functions include carrying out recruitment process, training and development, compensation and benefits and compliance (Zhu & Monash University, 2007).

Recruitment is the process of attracting, screening and selecting employees of an organization. It entails job analysis, sourcing, screening, and selection. After the recruitment process, selection comes, which is the process of selecting qualified candidates who can deliver valuable contributions to the organization. The candidates selected should have adequate knowledge, skills and abilities (Sims, 2006).

  1. Recruitment and Selection

It is the function of HRM to ensure that the company complies with the labor and employment laws. Noncompliance with these laws results in complaints from the employees on unfair employment practices, and poor working conditions. When employees are dissatisfied with the general working condition of an organization, productivity and profitability are affected. HR therefore should be aware of all the laws stipulated in labor and employment acts (Sims, 2006).

  1. Compliance

After recruitment process, the organization must be able to provide their employees with necessary tools which will facilitate their success within the company. This in most cases involves giving employees extensive training to help them adapt to the new organization culture. However, other than giving employees technical training to enable them to acquire necessary skills needed within the company, giving them leadership training and professional development are important especially for those who are to take the supervisors and managers roles. For the employees out of college, providing tuition assistance and tuition reimbursement program are very necessary. Employees are inducted and orientated and eventually introduced into the way things are done in that organization set up (Zhu & Monash University, 2007).

  1. Training and Development

However in the event of performing their duties, these employees need to be motivated, and it is only possible when performance appraisal policies are in place. This practice is a method by which the job performance of an employee is documented and evaluated by scrutinizing their behavior, accomplishments, potential for future improvement strengths and weaknesses (Zhu & Monash University, 2007).

  1. Reward and Management

Compensation on the other hand is another human resource policy where all employees receive rewards as a result of their employment. It is majorly given in the form of salaries and wages and involves job description agreements such as working time, overtime payment and also any available ratings (Sims, 2006).

Organization Structure and Management Styles

Organization structure and management style deployed in any given organization can affect and influence the productivity of staff and the whole of the organization. Organization efficiency therefore depends on each department with the type of management used by each manager within the department contributing to the overall success. This includes the way the manager makes decisions, delegate responsibility and interact with employees (Lock, 2013).

Organization Structure

Organization structure refers to the coordination between individual and team work within an organization. Organization structure therefore is a tool for achieving coordination through reporting of relationships and enhancing communication channels and describing how separate individuals are linked together (Lock, 2013).

In centralized organization structure, decision-making authorities are concentrated at the higher level of organization. As such many important decisions are made at higher levels. This is contrary to decentralized organization structure where key decisions are made, and problem solved at lower levels by the employees. In a decentralized system, employees feel much motivated since they are given room to solve the problem which they are very aware of compared to those in the higher levels. Employees therefore feel more comfortable and productive in decentralized systems (Kaye, Leah, &, 2002).

  1. Centralized versus Decentralized
  2. One of the important element of company’s structure is the number of levels it has in its hierarchy. In tall structure, there are several layers of management between the lower employees and the top level. This is contrary to the flat structures which have only a few layers. The Tall structure has a lot of impact on HR activities since the number of employees reporting to the managers are few. This makes it easier for the managers to supervise and monitors employees’ activities. The flat structure does not give managers opportunity to supervise employees effectively. This gives employees greater freedom of action which result in greater satisfaction and self-actualization (Lock, 2013).

    1. Tall versus Flat Structure
    2. Management Styles

      Management style used in an organization portray the way the management of an organization. It shows how decision-making process is carried out and how the managers are relating to their subordinates. There are two contrasting style deployed in various organizations. These are autocratic and permissive management styles (Zhang & Sternberg, 2006).

      In this type of management, the manager makes key decision on behalf of the employees. There is no regard for the subordinate and as such, employees feel demoralized. This can affect the productivity and profitability since the employees feel they are not involved in making key decisions.

      1. Autocratic Management Style
      2. Permissive management style on the other hand gives subordinate opportunity to contribute towards making decisions. There is a lot consultation and the employees involved feel part of the system. The major decision arrived at are those which affect the organization and everyone strive to achieve the overall goal (Zhang & Sternberg, 2006).

        1. Permissive Management Style
        2. Recommendation

          It is evidence that the type of organization structure and management style deployed in an organization determine its overall performance. Using decentralized type of organization as opposed to centralized structure facilitate productivity and profitability of the organization. Though sometimes it is good to deploy autocratic management style within an organization in carrying out some decision-making process, involving subordinates is very important to the company’s success. Subordinates are the people who are close to the problems and as such, have the best solution for them. This can be achieved through the use of permissive management style as oppose to autocratic.