Organisational Structure Is a More Effective Focus of Hrm

1. Introduction

Human Resource Management (HRM) has become an integral and growing area in most

business sectors, regardless of how big, or small the company or firm is. Moreover,  

company's today rely heavily on HRM practices to function at peak Organisational level and  

also sustain a high level of competitiveness, stability, employee satisfaction, and the overall  

well being of the organisation. So where should the focus of HRM activity be? The statement  

in question, that ‘Organisational Structure ( the physical hierarchy of the company ) is a  

more effective ( Inclined to produce better results for the firm ) focus of HRM activity than  

Organisational Culture ( the "customs, beliefs, practices, traditions, values and ideologies of  

the Organisation") (Nankervis, Compton and Baird, 2002, p. 57). It is both easier to modify,  

and has longer-term effects.

In order to decide which is the more ‘effective' focus of HRM activity we will look at each  

element (structure   and culture) separately to determine its role and impact on, and within the  

organisation.


  2. Organisational Structure is a more effective focus of HRM                      
activity than Organisational Culture. It is both easier to modify,
and has longer-term effects. Discuss.

      The Organisational Structure of a company is the foundation on which employees are  

based. Employees are committed to this structure. So what does the Organisational Structure  

do?. The ‘Organisational Structure' is the framework in which the ‘organisation' operates, the  

levels of hierarchy. Depending on the size of the firm the levels of hierarchy tend to vary. This  

needs to be taken into account when modifying the structure, too many modifications may

prevent the structural system from functioning properly. E.g. Introducing new levels of

hierarchy (‘Tall Structure') may create an unstable structure as to many levels of management... [continues]

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