HUMAN RESOURCE ORGANIZATION STRUCTURE

_________ is the framework that outlines how HR functions are organized and executed within a company. It defines the roles, responsibilities, and relationships between HR professionals to ensure the effective delivery of HR services.

• ORGANIZATIONAL DESIGN

• HUMAN RESOURCE ORGANIZATION STRUCTURE

• ORGANIZATIONAL DESIGN AND PROCESS OF ORGANIZING

• CHANGE MANAGEMENT AND ORGANIZATIONAL TRANSFORMATION

• ______________: HR is divided into specialized functions like recruitment, training, compensation, etc. 

• Functional Structure

• Divisional Structure

• Matrix Structure

• Flat Structure

• Agile Structure

The process of organizing includes:

• Analysis

• Diagnosis

• Planning

• TRUE

• FALSE

According to DR. DIETER VELDSMAN, AIHR’s Chief HR Scientist, any sound organizational design initiative needs to deliver the GUIDING PRINCIPLES, CAPABILITY MAPS , OPERATING MODEL BLUEPRINT , WORK DESIGN , WORKFORCE PLAN and PERFORMANCE MEASURES

• TRUE

• FALSE

According to DR. DIETER VELDSMAN , What are the principles that inform our design decisions?

• GUIDING PRINCIPLES

• CAPABILITY MAPS

• OPERATING MODEL BLUEPRINT

• WORK DESIGN

• WORKFORCE PLAN

Evaluating how well the current design aligns with the strategy.

• Analysis

• Diagnosis

• Planning

Divisional Structure: HR is organized based on business divisions or product lines. 

• TRUE

• FALSE

• Matrix Structure: HR professionals report to both functional and agile managers.

• TRUE

• FALSE

FACTORS AFFECTING JOB DESIGN AND WORK PRACTICES
Job Design involves structuring tasks and responsibilities to improve employee satisfaction and performance. Factors affecting job design include job variety, autonomy, task significance, and feedback.

• • Job Enrichment: Enhancing job roles by adding meaningful tasks and giving employees more responsibility.

• • Self-managing Teams: Teams given the autonomy to manage their tasks and decisions, promoting engagement and ownership.

• • High-performance Work Design: Practices that empower employees, such as continuous learning, performance-based rewards, and flexible work structures, designed to enhance productivity and innovation.

• • Role-building: Shaping specific roles to align with organizational goals, ensuring each role adds strategic value and supports teamwork.

• ALL

Change Management guides organizations through transitions, whether in culture, structure, or processes. This involves preparing, supporting, and equipping individuals to adopt changes, ensuring a smooth transformation.

• TRUE

• FALSE