Structured Human Resource Management
Posted by zonan | Posted in Human Resource , structured HR , structured human resources
Do all organizations need a structured HR department? Discuss.
The factors that push the organizational to have structured HR Department is
Ownership of the Company
Philosophy of top management
Size of the company-
Unionization of the work force
Company Objective and necessities
1-Philosophy and company policies - determine whether or not you need to have an employee handbook or other formal policies and procedures manual to cover everything from establishing the company as an at-will employer to benefits. If a handbook already exists, be certain that it is in compliance with federal and state regulations and that the policies and the way they are written are in the best interests of the company. Are all the basic policies included? These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Is there a balance between stated corporate and employee rights and obligations?
2- Size of the company- How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, 30 years experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person...often much to the dismay of that one person. Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function. But in most small companies an Office Manager will take the Human Resource Tasks. When the workers is larger for example more than 50 persons, there is need to have a structured HR Department.continue
