Among the major challenges facing both small and big organizations is structuring the organization. This task is even worse when the business goes international. Organizational structure in this case refers to all the aspects of the relationship that exists between the work done and employees. The organizational structuring process is the main link between the business carried out in the company including its senior leadership and the other human resource support functions like workflow process design and development. It is vital to understand that the human resource officers have to play the role of a partner within the organizational structure. Therefore, the human resource management has the role of solving the current challenge of organizational structuring. The human resource management should collaborate with the senior leadership in a given company to develop the organizational structure.
There are various ways in which the human resource management can work with the top-level leadership and form a partnership that can deliver effective development of the organizational structure. As provided by the human resource model regarding the influence of the human resource department in the organizational structure, the human resource management may work with the senior leadership of the company as centers of expertise, business partners and through shared services in developing an effective organizational structure with sound strategies and goals (Weingarden, 2011).
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As the centers of expertise, the human resource department may provide specialized knowledge that can be used in the creation of leading-edge business strategies and solutions for the organization (Weingarden, 2011). It is vital to note that an organizational structure entails the business strategies and solutions created and implemented in the company. Companies must operate based on sound business strategies and goals in order to survive in the modern highly competitive world. A developed and effective organizational structure contains effective business solutions and strategies to achieve the set goals. The human resource department of an organization can assist in developing effective business strategies and solutions by involving its talented and specialized officers. The human resource department can offer specialized ideas on the leading-edge strategies and solutions, which the organization can implement in order to have a developed structure.
As business partners, the human resource management department may have its officers work as professionals in close partnership with senior organizational leaders to improve the business outcomes through the human capital solutions. The human resource department is the source of various human-related solutions. Any problem within the business processes of the organization can be solved by the specialized professionals and business experts from the human resource department. The HRM works in developing its staff through training to improve their work capacities and ability to solve the advanced business challenges within the company.
It is also possible for the human resource management to have shared service responsibilities with the senior leadership of the organization. This shared service responsibilities can also help in the development of an effective organizational structure. The human resource management may even out-source staff for particular functions within the company.
Through the partnering relationship of the human resource management and the senior leadership of the organization, the HRM may provide these top-level company leaders with the organizational structural diagnosis by way of identifying the root-causes of the existing performance challenges for correction (Weingarden, 2011). The human resource management may also assist the leaders in evaluating various organizational structure options by way of giving the senior leadership clear design criteria (Weingarden, 2011). The HRM should also work with the senior leadership of organizations in development of an effective and strong organizational structure by ensuring that these top-level leaders within the company align their company structure decisions to the short-term as well as the long-term strategic goals. The human resource management can achieve this role by identifying the crucial activities of the organization together with the existing points of strength and weaknesses for improvement.
The HRM contributes to the development of the organizational structure by providing the senior company leadership with the tools necessary for measuring the current internal and external business environment as well as existing design of the organization. The HRM also should assist by offering the senior company leadership with the knowledge regarding the different organizational structures and describing the pros as well as the cons of each of them so that these top-level leaders can make informed and right choices (Weingarden, 2011). The HRM has to implement effective reinforcement to ensure the top-level leaders of a given company consider business strategy as the main basis for their decisions about organizational structure development.
It is, therefore, important to note that the human resource management has many ways through which it can exercise its influence to assist the development of effective organizational structures. The human resource management has got huge influence in the company and its proposals and ideas cannot be ignored by the senior leadership of the company. This influence must be used by HRM in creation of the right organizational structure.
Mostly, the help of the human resource management is usually needed by the senior leadership of a company when the current organizational structure needs to be reviewed or redesigned as a result of the changes within the competitive business environment. Moreover, a company may want to redesign its organizational structure in order to achieve alignment of its strategies to short-term and long-term goals. The role of the HRM in developing the organizational structure is, thus, quite significant. It involves partnering with the senior leaders of the organization.
References
Weingarden, S. (2011). Building the Future: HR's Role in Organizational Design . Alexandria, VA: Society for Human Resource Management.
