EHR3007 Essay Example | Topics and Well Written Essays - 2000 words

EHR3007 - Essay Example The organizational structure will determine the firm’s ability in distributing the activities and how it coordinates the operations (Maguire, 2003, p.11). The organizational structure and design that is adopted by a given organization will greatly determine the performance and the final achievement of the organizational objectives. The kind of relations that is developed among all the stakeholders of the organization is very essential in ensuring that organizational objectives are set that are aimed at satisfying the needs of the stakeholders. There is need for the top management of a given organization to involve these other stakeholders in the development of policies that govern the operations within the organization. The way in which information is being passed from the top management down the hierarchy to the low-level implementers will influence the effective decision making process within the organization. A structure that has several layers may not allow for easy dissem ination of information between the low-level employees to the top managers. The paper examines the organizational structure that was seen at H.P, a business firm that deals in electronic products in the global market. An analysis is provided for various structural challenges that have been faced by the organization. The poor organizational structure that was seen in the organization in the late 1990s and the early 2000s had various negative impacts on the operations of the organization. The organization was seen to have certain strategies that were not developed according to the competitive nature of the current global market and the needs of some stakeholders. The appropriate organizational structures that can be adopted by the organization to avoid future challenges are also examined. Concepts like corporate governance that have been seen to be behind the successes of various organizations are suggested here as the best measures to be taken in managing the situation at this organi zation. 1. Overview of the organization Hewlett-Packard (H.P) is business firm in the United States that deals in electronic products in a global market. The firm was established back in 1939 by Bill Hewlett and Dave Packard both from Stanford University. The company initially produced a sound electronic device known as an audio oscillator. Various developments have been seen in the types of products produced by the firms and it currently supplies products like laptops and desktop computers, printers, servers and digital cameras (Case Study). The organizational structure at HP is a complex hierarchical one with various management levels. At the top of the hierarchy is the Chief Executive Officer (CEO) or the President. This is followed by executive vice presidents serving in different areas of jurisdictions (Hewlett-Packard, 2011). The individuals at this level include the Chief Technical Officers (CTO), Chief Financial Officer (CFO), the Chief Marketing Officer, the Human Resource Manager and others. There is also the level of the senior vice presidents followed by the vice presidents in the hierarchy. There are other managers at different levels like marketing managers, procurement managers, and sales managers down the hierarchy before

Implementation of Performance Management System in an organization Essay

Implementation of Performance Management System in an organization - Essay Example To achieve competitiveness, two things are very important i.e. managing the efficiency plus building employees skills, abilities, capabilities and behavior. To improve performance at the organizational level it is essential to create a culture and situation of continuous learning of employees and of the organization (van der Sluis, 2007). The Human Resource Development (HRD) is an evolving concept and it addresses the challenge of managing performance of employees for the organizations. HRD is an important developmental program to ensure that the organization has an institutionalized way of developing, utilizing and committing human resources in order to meet current and future organizational challenges (van der Sluis, 2007). ... Since the work requirements are changing, the traditional methods of training are inadequate to deal with the rapid change and increased complexity of work (Casey, 2005) thus, placing demands on organizations to facilitate new approaches to training (Garavan et al., 2002). Human resources are currently the foremost source of competitive advantage because all other potential competitive advantages (e.g. technology, capital, and products) can be either bought or copied (Burke and Cooper, 2008 and Pineda, 2010). At present, organizations are facing shortage of talented and adequately equipped employees with required skills and capabilities in order to reach at the eminent level of performance (Burke and Cooper, 2008). Rao (2002) for example is in favor of an â€Å"OCTAPACE† culture (openness, collaboration, trust and trustworthiness, authenticity, pro-action, autonomy, confrontation and experimentation) to create a HRD climate in the organization for improved performance. Organiz ations with better learning, training and development systems, reward and recognition, and information systems and quality orientation in terms of career planning, performance guidance and development, role efficacy, and reward and recognition systems promoted HRD climate (Hassan et al., 2006). From the figure, it can be said that Human Resource Development encompasses two key ingredients i.e. Training and Development (T&D) and Organization Development (OD). Training and Development focuses on individuals and then links with the organization whereas Organization Development basically focuses at the organization level first and then links with individuals. Additionally, there are