Riverpoint Writer Week 5 Individual Paper
HR and Organizational Development
Charlene A. Brown
MGT 312
September 1, 2014
David Lenox
HR and Organizational Development
The relationship between organizational design and organizational development in achieving organizational goals is that the HR managers is the organizational design because they were selected to coordinate their ideas and efforts toward specific goals. Organizational design answers the questions as to what would be the best ways to build the best organizational structure. Organizational design has two main objections: 1. to maintain the flow of communication and information throughout the establishment and 2. to implement organizational behaviors throughout the establishment so that the behaviors run together or in sync. Organizational design is connected to all aspects of the relationship between leadership, organizational and work structure processes or systems.
As a human Resource manager, the main or key roles in the organizational design is to provide leaders with structural tactics by identifying the causes of organizational performance issues before and or once they become a problem. Human Resource Managers have to be able to help enable their leaders and employees evaluate different organizational design options by having a clear design criterion on hand as a foundation to build on as needed. Human Resources Management best contributes to the main roles of organizational design by providing the tools needed to measure the internal and external work environment and organizational structure. HR has to be able to offer knowledge of multiple organizational structures including the pros and cons of each offered structure design. HRM has to reinforce their leaders to consider proper strategies in their decision making processes. These contributions encourage HR managers to engage with their employees throughout the organization to create the right culture and build the right organization (SHRM, 2007).
HR can contribute to
Charlene A. Brown
MGT 312
September 1, 2014
David Lenox
HR and Organizational Development
The relationship between organizational design and organizational development in achieving organizational goals is that the HR managers is the organizational design because they were selected to coordinate their ideas and efforts toward specific goals. Organizational design answers the questions as to what would be the best ways to build the best organizational structure. Organizational design has two main objections: 1. to maintain the flow of communication and information throughout the establishment and 2. to implement organizational behaviors throughout the establishment so that the behaviors run together or in sync. Organizational design is connected to all aspects of the relationship between leadership, organizational and work structure processes or systems.
As a human Resource manager, the main or key roles in the organizational design is to provide leaders with structural tactics by identifying the causes of organizational performance issues before and or once they become a problem. Human Resource Managers have to be able to help enable their leaders and employees evaluate different organizational design options by having a clear design criterion on hand as a foundation to build on as needed. Human Resources Management best contributes to the main roles of organizational design by providing the tools needed to measure the internal and external work environment and organizational structure. HR has to be able to offer knowledge of multiple organizational structures including the pros and cons of each offered structure design. HRM has to reinforce their leaders to consider proper strategies in their decision making processes. These contributions encourage HR managers to engage with their employees throughout the organization to create the right culture and build the right organization (SHRM, 2007).
HR can contribute to