The Impact of Organizational Structure and Culture

.Task 1
The effect of culture and structure
Organizational structure :
It is the company's framework and sets priorities by designing jobs with general or specialized roles, and
indicates reporting relationships and the suitability of each person in the big picture, and establishes
decision-making as central or decentralized.
Culture
It is a set of beliefs, values and standards that the members of the company share,
It is considered one of the most important influences on the performance of human resources in the
organization as it is the basis for understanding individuals' attitudes, awareness, and motivations.
Human resource management strategy helps the company
In achieving its goals through successful performance. Therefore, the human resource
department must adopt different strategies directly
It indirectly affects the structure and work culture of the company.
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These human resource management strategies are based on
1- Staff talent:
It means the competence or skill that an employee has in the organization.
The manager creates training strategies and enhances employee skills through programs
related to training, skills development, ability and knowledge. Because that affects the structure
and culture of the organization
2- Leadership in the company:
The company leader has an important role because every employee follows the leader's
orders. Therefore, the company must employ the appropriate leader who maintains the
structure and culture of the organization and their development.
When developing a strategy the leader must take into account the structure and culture of the
company in order not to affect the performance of the employees and when any change occurs,
the structure and culture must be affected

A-Effects of the size and structure of the organization: There are different types of
organizational structure such as
1-Hierarchical org structure.
2-Functional org structure
3-Functional org structure
4-. Divisional org
5-Market-based divisional org structure
6-Product-based divisional org structure
7-Geographic divisional org structure
8-Matrix org structure
9-Team-based org structure
10-Network org structure
The structure that will directly affect human resource management.
The manager must involve all employees in setting human resource practices as he works to
achieve the organization's goals in the long run.
B-Geographical scope of operations:
Geographical scope directly affects human resource management, as business operations are
part of the culture in which the company needs to communicate all information to employees
for the purpose of expansion.
C- The nature of the jobs:
It is considered part of the organizational structure, and these functions are associated with the
human resources department.
The structure should help involve all employees in making decisions when implementing the
strategy.

1.2

Importance of financial resources in the creation of a human
resource management strategy
Financial resources play an important role in human resource management strategies,
which are classified into four strategies:
1- Talents:
Talent is the most important component of the company's success and the company's
human capital. Therefore, human resources must anticipate the needs of recruitment,
employee development, and maintain them for the longest possible period.
Human resources play a role in providing funds for recruitment, motivation and
employee satisfaction.
2- Performance Culture :
The company must have a performance oriented culture so that the strategies are
executed in a better way
This requires training and development for employees and to implement this training
an expert or consultant must be present
And who needs money (financial management).
3-Planning:
You have to plan for the future Where the human resources department can give a
vision to the management about what to do to visit the job satisfaction of the
employees Like providing them with additional benefits in cash.
4- Financial resources:

Human resource management strategy depends on employees, success, reward,
motivation, etc. Therefore, a company needs a portion to implement its HR strategies
That will help the organization to achieve long-term goals and objectives within a
certain period of time.
Example My clothes company FEO )for every one) copyright
1- Technological and technical developments:
These developments affect human resources through:
• The emergence of advanced sewing, embroidery and printing machines. Therefore,
the company is looking for highly skilled workers who are able to adapt to this
continuous development.
• Change of programs related to (Training, development, education ... and so on) to
always qualify workers to deal with development.
2- Population variables:
• The presence of workers available in Egypt, this leads to increasing the ability of
human resources to choose suitable workers with suitable wages for the company.
• Egypt's high population growth It leads to an increase in the demand for products,
which leads to an increase in production, and thus an increase in the need for human
resources.

3-Governmental regulations:
The human resource department must act in accordance with the regulations.These
government regulations affect HR department procedures such as recruitment, training,
termination, and compensation. Without adherence to these laws, the company is
exposed to legal liability.
4- Organization's policy and strategies:
the company's policies and strategies because they will greatly affect human resources
For example, when recruiting employees:
A- The company's need for temporary employees to work while entering schools to
increase work pressure.
B- The company's dependence in securing its needs on the internal resources of the
workers, so they must be trained and developed, as well as the external (seasonal)
workers
C- Employing a high percentage of men To increase their work and decrease their
annual vacations
5- Economic factors:
The biggest impacts on the company are considered, as they do not affect the
company's ability to employ skilled workers, so whoever must prepare contingency
plans to deal with economic crises
Factors that affect the company's human resources such as
A-Suppliers:
Labor exchange offices, training institutes, consulting firms, etc. It adopts training and
development of employee skills On the efficiency of suppliers.
B-Clients:
Customers want high quality clothes at an affordable price, so every employee must
make sure that he works at the highest level where sales are affected by the product
quality and the skill of the employees.
C-Competitors:

Competition affects human resource functions and activities. If a competing company
submits a job offer, only an employee will remain if the work environment and system
are suitable for him, and this is the role of the Human Resources Department.
Task 2
2-policies
The Human Resources Department does not enjoy absolute freedom in setting its
policy with regard to working individuals, but there are restrictions imposed by
government agencies that must be adhered to.
The political system of the state and the restrictions and obligations it imposes
represent an important factor in the management and efficiency of human resources.
Where it includes
The political system, the role of government in business, and laws formulated by governments.
Political and legal factors influence human resource management practices in the following ways:
1-Governments set laws and policies from time to time related to human resource management.It must
be adhered to all organizations that work with these policies.
2- There should be no discrimination between employees on the basis of gender, social class, religion, or
place of origin.
3-- In some sectors, at least a specified percentage of the total employees must be selected from,
physically disabled employees.
4-The employees' wages, safety and working conditions must comply with various legal prescriptions
5- Where it works to control goods and wages and this helps in the stability and
security of jobs, in addition to the existence of regulations and laws that regulate
manufacturing and marketing processes, preserve the environment and prevent
pollution.

Task 3
الرسمه
1-The Standard Causal Model of HRM
The template shows how HR activities align with the organizational strategy to business performance.
According to this model, human resources will only be effective if their strategy is in line with the
business strategy (the most appropriate model).
Human resource practices include recruitment, training, evaluation, and compensation that lead to
outcomes such as commitment, quality of output, and engagement. These results lead to improved
internal performance such as productivity, innovation and quality, and thus only profits and better
returns
There are two relationships between (improvement - human resource practices)
1- Human resource practices can improve internal performance. For example, good training can directly
lead to better performance, without necessarily affecting HR outcomes.
2- The inverse relationship indicates That the strong financial performance leads to more investments in
human resource practices and better human resource results. When performance is strong, employees
are often more engaged.
This Template shows how to formulate an HR strategy !?
What is the impact of human resources on internal operations and financial results !? .
The model starts with external factors such as External public market,Strong population And the
external institutional context.
For example
If there is a shortage of certain skills in the market, then this affects employment and work, as opposed
to when there is an abundance of qualified workers. Legislation and laws affect the way human
resources operate.

2-The 8-box model by Paul Boselie
The HR strategy consists of six parts:
1- Intended HR Practices:
Hiring intent, training, and other practices are important but this template makes it clear it's the
beginning.
2- Actual human resource practices:
We have intentions, but implementation is a collaboration between human resources and the manager.
But when a manager decides to implement differently, the actual practices are very different.
3- envisioned human resource practices:
It is the way in which the employee perceives what is going on in the company. Human resources and
the manager can make the effort, but if the effort is viewed differently from what was intended, it will
not reflect the perception
4- Actual human resource practices.
The perceived HR practices lead to certain HR outcome .The outcome of human resources lead to
achieving human resources goals such as (cost-effectiveness, flexibility, legitimacy ... and so on), which
lead to achieving final business goals such as (profit and market share, all of which are related to the
organization’s ability to survive and create a competitive advantage).
3-The HR value chain
According to the human resource value chain, everything we do in human resources can be divided into
two categories:
1- Human resource management activities
They are daily activities such as recruitment, compensation, training and planning. These activities are
measured using aptitude measures.
2- The results of human resource management.
Human resource outcomes are the goals that the company attempts to achieve through activities such
as employee satisfaction, motivation, and attendance. We should Focus on human resource outcomes
as this helps align company operations with its goals.

So the goal should be to get the best person in the right place, not to hire someone as cheaply and
quickly as possible.
This explains why you should focus on measuring results rather than activities.When human resource
management increases, its results lead to better performance.
4-The HR Value Chain Advance
This model is similar to the human resource value chain
But with two main differences.
1- Organizational performance is defined in the Balanced Scorecard .The scorecard contains
performance indicators From a financial, customer, and process perspective. These are integrated into
the human resource value chain.
2- The model starts with a number of human resource empowerment elements. These enablers are
fundamental to what human resources like budget, competent professionals and other essentials do.
The idea is that these enablers must be in place for the value chain to function effectively.
5-The Harvard Framework for HRM
It is a model consisting of five components.
1- Stakeholder interest. Includes shareholders, management, employees, and government Where these
interests determine the policies of human resources management.
2- Situational factors influence these interests. Where it includes the characteristics of the workforce,
unions and all other factors.
3- Situational factors and stakeholder interests affect human resource management policies. These
activities include recruitment, training, and reward systems.
4- When the previous steps are done well, they lead to positive results for human resources
management.
5- These positive results lead to long-term consequences. They can be individual, organizational and
communal.

2-The contribution of human resources to achieving the organization's strategy
Many experts say "The human resources have a comprehensive perspective on the alignment of work
with the company's strategy and have the tools, competencies and capabilities to support the
organization in achieving its strategy.
1- Compatibility with the organization's vision and values
The vision is considered the values and principles that motivate individuals are the core of the
organization. HR, as organization and talent experts, can refocus the organization on what's important,
pay attention to vision and values, and change employee behavior so that they accept changes.
2- Putting culture at the forefront of their concerns
The best strategies can be derailed by different cultures. The human resources work to choose the
appropriate cultures and develop them to support the company's strategy.
3- Helping leaders to clearly clarify the components of the people in the strategy
Often the financial goals of companies are at the forefront of strategic plans.But in some companies
Priorities are for employees and talents. Where human resources attract and retain the best talent, or
develop employees.
Where human resources have access to knowledge of the strengths, weaknesses, opportunities and
threats in current and future talent, and transfer these ideas to the early stages of strategic discussions.
4- Building plans to align to support the strategy
Organizations fail when they do not have practical and tactical implementation plans that take into
account the changes that could occur to align the organization with strategy.
Human resources determine which aspects of the organization will need to be addressed in the future,
who will be affected and how !? And what are the measures required to ensure success !?
5- Keeping employees preoccupied with strategy and other future changes

Involving employees in writing strategy early is important for capturing their hearts and minds in the
long run as the strategy moves from mere words on paper to a blueprint for success.
Human resources learns employee feedback, ideas, and suggestions on strategy and how it should be
implemented.