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HRM in Large Organizations
Based on Human Resource Management in a Business Context by Alan Price - published by Cengage Learning
Contents
Objectives
The purpose of this chapter is to:
- Investigate why organizations structure their people management systems in different ways.
- Determine the influence of organizational goals on the management of human resources.
- Outline the advantages and disadvantages of alternative organizational structures.
- Compare and contrast the work of human resource specialists in different forms of organization.
Dimensions of organization
Cooperatives
Managerial structures
Summary
Organizations are taking increasingly divergent forms. The key dimensions of size and
structure which constrain the people function. HRM is conducted in a variety of ways,
due to these constraints and also because of strategic decisions taken to meet
organizational goals. Businesses can choose to vary their structures and their
people management systems for a number of reasons. Increasingly, flexibility is
required from employees and managers to meet new circumstances. Centralized personnel
departments have been largely replaced with more specialized units, some of which may
be sub-contracted outside the organization. Nevertheless there are opportunities for
human resource specialists dealing with complex issues arising from new organizational
structures and flexible working patterns. These include contract arrangements, selection,
control, assessment and training.
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Human Resource Management in a Business Context, 3rd edition
by Alan Price
Human Resource Management in a Business Context provides an international focus on the theory and practice
of people management. A thorough and comprehensive overview of all the key aspects of HRM, including articles from HRM Guide and other sources,
key concepts, review questions and case studies for discussion and analysis.
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