The slides I have prepared in PowerPoint come with Jam-Packed information of the summary of HR and the influence it can have on change on businesses and factors that may conclude this. e.g. HR Objectives, Soft and Hard HRM, Organisational Design, Employer-Employee Relations, HR data (formulas).
6.3.1 Making human resource decisions: improving
organisational design and managing the human resource flow
What we are learning: The meaning, advantages & disadvantages of
different types of organizational structures to include: functional, product
based, regional and matrix structure.
• The implications of organisational design include:
• authority
• span
• hierarchy
• delegation
• centralisation and decentralisation.
Make a list of at least 15 different jobs you would expect to be found
in a company like Cameron Balloons
,Organisational design
• Organisational design is the process of ensuring the organisation is arranged in the
best way to achieve their short term and long term objectives. This involves :
Authority the power of an employee to instruct subordinates, make decisions and
control the use of resources. Authority can be:
Centralised i.e. maintained by a few at the centre of the organisation
Decentralised i.e. spread across the organisation
Authority can act as a motivator: many staff become more engaged and
enthusiastic about work when given responsibility for decisions
Span of Control the number of subordinates that a manager or supervisor directly
responsible for
If a manager has many subordinates this is called a wide span of control
If they have few subordinates this is called a narrow span of control
Layers in the the number of levels of management and supervision within a business.
Hierarchy The Hierarchy shows the ‘Chain of command’: who is responsible for who in
the business
Organisational is the way in which the workforce within a firm is organised, including job
structure roles and communication flows
Organisational provide a visual representation of the organisational structure: the ‘chain of
charts command’
, Organisational Structure Charts
Charts that identify who is Responsible for different areas of the organisation
Communication: it identifies and makes it clear to all how information passes
through the business
Authority refers to the power staff have to perform a role, control a task and
make decisions.
Responsibility identifies who must ensure a particular task is completed well.
A Line Manager can ‘delegate’ authority to a subordinate within the structure
for a particular task but the manager will still be responsible for making sure it
is done to a good standard and be accountable if something goes wrong
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