Organization Structure

Organizations consist of people who are united by a common purpose. To meet the objectives a structure is created maintained, and used. Structure here is used to refer to the network of relationships among individuals and positions in an organization. To carry out tasks, managers follow certain steps:

1) Identify the work, delegate it to various people.
2) Establish relationships between people and positions.
3) Measure, evaluate and control the work done at various levels.

Generally, there are three levels in organizations viz,., strategic managerial and operating. At the strategic level, policies are formulated goals are set, objectives are framed. Strategies are also designed to achieve the objectives taking into consideration the environmental influences on the organization. At the management level the programs regarding the procurement and allocation of all types of resources are formulated to achieve the strategies and objectives . At the operating level, the programs are implemented i.e. the actual operations are carried out in the process of day to day activities in order to carry out the strategies and achieve the objectives.

Basically, there are two types of organizational structures viz,., flat and tall. Tall or pyramid type of organizational structures are suitable to companies which are labor oriented . Flat organizations are suitable to technology oriented companies. Since most modern organizations are technology based and endowed with capital and highly educated employees they tend to have an organization structure where the number of employees at the operating level are relatively few. In view of this, human resources management is not only a challenging but significant function in a modern organization. Moreover human resources have a plus value in that they can convert the disorganized resources into useful, productive organizations.

Human resource system

The human resource system in an organization is not only a unique sub system but also a principal and central sub system as it operates upon and controls all other sub systems. Managers often comment thus, ‘People are our greatest assets.’ They are fond of repeating the truism that the only real differences between one organization and the other is the performance of people . In essence the survival, development and performance of an organization depends heavily upon the quality of its personnel. While designing Hr system management might consider the points.

In view of the significant of human resource system, organizations today were creating human resources development (HRD) departments and the status of this department is equaled to other functional departments. Most organizations have already introduced schemes of participative Management and quality circles with a view to make use of untapped human resources, provide free flow of upward communication and enhance the status of employees . Similarly the programs of human resource development, organization development, etc have received much attention as the organizations have realized the importance of human resource contributions in organizational success. Further, the increased concern of the organizations about the program of quality of work life show the enhancement of the status of human resources function in general and human resources in particular. This change is not an end but only a humble beginning to the increase in the status of the HR function in the years ahead.

Elements of Strong Corporate Cultures:

A widely shared philosophy is not an abstract notion of the future but a real understanding of what the firm stands for, often embodied slogans.

A concern for individual; This concern often places individual concerns, over rules, policies, procedures and adherence to job duties.

A recognition of heroes: Heroes are individuals whose actions illustrate the shared philosophy and concerns often company.

A belief in ritual and ceremony: Management understands the rituals and ceremonies are real and important to members and to building a common identity.

A well understood sense of the informal rules and expectations. Employees understand what is expected of them.

A belief that what employees do is important to others. Networking to share information and ideas is encouraged.