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Concept of Organizing: The idea behind organizing is to ensure that the organizational objectives are achieved by developing the organizational structure as one of HRM's functions. The organizational chart, which shows the line of command within the company, serves as a representation of the structure of organizations. (Valecha, 2022). Concept of Organization Design: To increase organizational effectiveness and efficiency, the process of aligning organizational structure with organizational objectives is known as organizational design. (Vandevelde, 2022). Here are a few things to keep in mind when designing the organizational structure: o Recognize the reasons behind changes and the environment o Recognize the business processes, work volume, and resource analysis. o continually creating and evaluating new models and architectures. o Create a plan for switching from the old to the new model. o Plan, conduct, and track the changes. Here are some guidelines for organizational design that can help you comprehend it better: o Knowledge \Coordination o Specialization o Assurance and command o Adjustment and innovation o Competence HR Department: Development and Growth
We must first consider the procedures involved in building an HR department before we can proceed, Consequently, the following steps are essential for the development of the HR department: o Establishing onboarding and hiring practises Establishing organisational design o Regulations for compliance, safety, and health o Calculate the rewards and payments. o Build and maintain relationships with your staff o Create programmes for employee tanning o Use the information system for human resources. (Delorme, 2010) Departments of human resources and their duties Employees are managed by the HR department through the formulation, implementation, and oversight of HR policies and initiatives. The following departments are under human resources: o Recruitment o Training and Development o Workforce Safety o Employee Relations o Compensation and Benefits Responsibilities of HR Department: Recruitment : The HR department's primary responsibility is recruitment because it defines the type of individuals who will work for the firm, including whether they possess the necessary knowledge and abilities or are qualified for the position. The HR department must create and implement
to employees, such as health insurance, retirement planning, life insurance, etc. Additionally, they oversee approving election, position, and compensation modifications. (Kaehler, 2022) Org Structure of HR: Figure 1: Part B: There are now 241 workers at The Sports Board Unlimited, including those from the recent acquisition. The company had 176 employees prior to the acquisition, and now it oversees an additional 65 workers. As a result, it must make sure that their HR department is organised to increase employee job satisfaction and productivity. Calculating the HR-to-employee ratio is the greatest technique to confirm that the organisation has the appropriate amount of HR employees. The analysis of the HR-to-employee
ratio determines how many HR personnel are required for the organisation. The Sports Board Unlimited is categorised as a small organisation by Dooney (2015); generally speaking, the company needs 3.4 for every 100 people. The Sports Board Unlimited would require a total of 8 HR personnel at this rate. Calculating the number of HR employees in supervisory positions, such as supervisor, manager, director, or above, can be done by taking the total number of HR employees and dividing it by the number of HR supervisory jobs (Dooney, 2015). In comparison to medium and large enterprises, small organisations like The Sports Board Unlimited have a higher proportion of HR managerial posts. 65% of HR staff members in small firms are often in supervisory positions. At this rate, 5 of The Sports Board Unlimited's 8 HR staff members ought to be in managerial positions. The business encountered labour problems, a lack of diversity, communication problems, a rise in employee turnover, lower job satisfaction, decreased productivity, and work duplication during the pandemic. To remain competitive in the market, The Sports Board Unlimited urgently needs to establish their HR department. A chart for The Sports Board Unlimited can be created based on their requirements by using the chart in figure 2. The new division of the company's HR department is shown below: Figure 2:
wide recruitment strategy, foster a culture of continuous improvement, make sure the right HR software is in place, and conduct interviews. During the hiring process and recruitment efforts, the recruiting director is also in charge of developing a uniform corporate image for potential talents and prospects. The manager of compensation and benefits will oversee managing payroll development and creating competitive pay. They are also responsible for making sure that all new hires and employees are aware of their benefits and pay scales. Payroll specialist, learning & development specialist, and recruiting coordinator are the other three non-supervisory positions. The major responsibility of the payroll expert is to manage and manage the database of the employee's pay, bonuses, and benefits. They are also in responsible of paying government reporting and payroll taxes, as well as reconciling payroll to the general ledger. By offering continual training, the learning & development specialist should maximise workers' performance. In addition to managing e-learning systems, they oversee designing efficient workshops and courses, producing assessments and supplementary materials, and fostering a more inclusive and varied workplace. The recruiting coordinator oversees posting job openings, developing job descriptions, looking through resumes, scheduling interviews, and locating openings. References : Delorme, M. (2010). A conceptual foundation of the new roles, duties, and competencies for HR professionals is provided by the implementation and deployment of HRIS. International journal of Business information systems, 148-161. B. Kaehler (2022). The Specialized HR Function's Function in Complementary Management Alternative Management (pp. 169-197).
Alecha, N. (2022). A study on the significance of ethical obligations in human resource management. International Journal for Global Academic & Scientific Research, 1(1). K. B. Vandevelde (2022). HR issues in a global environment in the twenty-first century: the case of Antwerp university. In Research Handbook on Academic Careers and Managing Academics. Edward Elgar Publishing. Dooney, J. (2015). How Organizational Staff Size Influences HR Metrics. Retrieved from https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Organizational %20Staff%20Size.pdf
