Organizational structure in Human Resources: how to implement it?

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Organizational structure in Human Resources: how to implement it?

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The organizational structure is how people are allocated in an organization, whether in sectors, positions and tasks. It can be organized into hierarchical levels, determining the relationship between leaders and subordinates.

For a company to function properly, it needs to follow some kind of organizational structure. This is necessary so that there is a well-defined planning on the objectives to be followed and will directly impact the formation and maintenance of the organizational culture in the company.

THE organizational structure it is fundamental for the success of a company and can help define all activities and strategies developed. In addition, through it, all employees are able to correctly follow the organization's objectives, as well as its mission, vision and values.

In order for it to work correctly, it is crucial that it is very well planned, organized and defined. That way you can fix any problem quickly.

What is your company's organizational structure? Check out what this term means and what models are available to design new strategies for your business.

What is organizational structure?

Linear, horizontal, traditional, matrix, in short, there are several examples of organizational structure that your company can follow. Each of them has its specificities, so it is necessary to assess which model best fits your type of business.

For everything to happen as planned, employees must have defined roles and perform the tasks of their position correctly.

All efficient companies have an HR team prepared to ensure that the entire team knows what its role is. Therefore, it is important to have an organizational structure in human resources.

What are the benefits of the organizational structure in human resources?

HR is responsible for clearly identifying the necessary tasks in the company, as well as organizing the functions and determining the responsibilities of each one. In this way, the corporation becomes able to walk in tune with the strategic planning.

Also, a organizational structure in human resources successful allows you to trace performance measures for each employee that are compatible with the objectives of each area and the company.

Thanks to the organizational structure, companies are able to have a broader view of how their resources are distributed across all sectors.

Thus, managers and HR can monitor the development of teams and check whether strategic objectives are being achieved.

O HR sector is responsible for managing the relationship between people and the company. He needs to attract new employees, improve the work environment and develop the organizational and salary structure of employees.

The poor performance of this sector can have serious consequences for the company. Therefore, having an organizational structure in Human Resources is essential.

What is your relationship with the company's culture?

The organizational structure directly influences the formation and maintenance of the organizational culture. This happens as it allows HR to work on the relationship with employees, motivational issues and integration between employees.

A good organizational structure increases employee productivity by keeping all processes and tasks well defined. That way it is possible keep employees motivated and stimulate a performance-focused organizational culture.

All of this allows HR to closely manage the progress of all sectors and take necessary action should any problems occur. Therefore, we can say that the organizational structure in HR helps in the continuous improvement of an organization's results.

What are the organizational structure models?

The organizational structure shows the relationship between leaders and their teams, as well as the responsibilities of all company resources. There are several types that can be followed by companies. Check out the main ones:

1. Vertical structure

In this model, there is a CEO at the top of the business direction and, below him, a division with the respective directors. It works like a kind of ladder that descends to the lower departments.

  • Advantage: it maintains the relationships between leaders and led well defined.
  • Disadvantage: we can consider its more rigid position structure and slower communication.

2. Horizontal structure

In it, contributors are grouped based on their similar knowledge. In this way, the exchange of information and skills can be shared between people in the same area.

  • Advantage: a better relationship in the same sector.
  • Disadvantage: there is no cooperation between members from different areas. Therefore, communication between departments can be weakened.

3. Functional Structure

A great option for small and medium companies, the functional structure has its resources organized into departments “traditional”. In this way, each team reports directly to a single boss and has members with similar knowledge and skills.

  • Advantage: having aligned teams, who speak the same language and hierarchical levels are well defined. She even encourages employees to specialize.
  • Disadvantage: each area is concerned with fulfilling its objectives and priorities, which makes interdepartmental communication and customer response difficult.

4. Divisional Structure

Widely used by organizations that work with different customers, this option helps in the division of projects and processes for each market. It is an excellent organizational structure in HR, as it maintains separate and self-sufficient teams, optimizing their management.

  • Advantage: provides greater autonomy for each team, who can make decisions more independently and serve customers quickly.
  • Disadvantage: expenses can be greater with each unit and its operations, in addition to the resources that each will need.

5. Matrix Structure

This organizational structure in human resources can help, especially large companies to maintain the interdependence of their teams. It aims to meet both coordination and specialization needs, providing the highest yield.

In it, each employee will report to two heads, the one in his department and the leader of the project in which he is allocated. Therefore, this structure can be considered a mixture of the functional and the divisional structure.

  • Advantage: Creates a participatory and collaborative environment. In this way, all employees can participate in decision-making at the lowest levels of the hierarchy.
  • Disadvantage: double subordination often creates conflicts of interest. Also, some employees may have difficulty adapting.

6. Network Structure

As it is a more flexible structure, it allows to keep employees working from home offices.

The network structure can be used by small businesses, as the resources and suppliers used can be allocated from anywhere.

In this way, it makes it easier for smaller businesses to be able to compete more equally in the market.

  • Advantage: its flexibility allows companies to talk business with customers anywhere in the world. Spending on hiring and resources can be made on demand, so companies use them only when necessary.
  • Disadvantage: lack of a defined corporate culture and total control of projects, which can pose risks to professionals and the company. Internet and network failures can also interfere with the progress of projects.

7. Structure by Projects

This type is focused on those companies that work from defined projects, such as construction companies and consultants. Therefore, your recipes will depend on the number and complexity of each project.

  • Advantage: those responsible for each project have full autonomy and a holistic view of their work. Demands can also be met more quickly and by specialized professionals, increasing the organizations results.
  • Disadvantage: when not resources, projects can be delayed. On the other hand, when projects are scarce, there can be idle resources in the company and financial losses. Contracted teams are even more insecure at the end of each delivery.

As you can see, there are several models of organizational structure in HR that your company can choose from. Try to analyze its features, advantages and disadvantages. Only then will it be possible to identify which approach is best for your type of business.

Still have any questions about organizational structure? Tell us, leaving a comment here in the post!

Conclusion

HR Consultant UK can help if you have any questions about Organizational structure in Human Resources: how to implement it?
. Our HR consultant in London can assist you if you live in London. Suppose you live further afield thats not an issue! Visit our HR Consultants Near Me page to find the best consultancy nearest to you.
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