Management Structure, Functions, and Talent Management Analysis

This report provides an overview of management structures and business functions within an organization. It discusses various organizational structures, including functional, divisional, flat, and matrix structures, highlighting their advantages and disadvantages. The report also examines core and support business functions such as operations, human resources, marketing, and finance, detailing their roles and responsibilities. Furthermore, it explores the crucial role of the marketing department and its interrelation with other business functions, emphasizing the importance of coordination and teamwork. The report also delves into different types of management functions, including planning, organizing, commanding, coordination, and control, and analyzes the interlinkages between them. Lastly, the report discusses the significance of talent management and the role of HR in attracting, selecting, and retaining top talent, as well as fostering a positive organizational culture. The report concludes that effective management and organizational structure are essential for achieving business goals.

Introduction to Management
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Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1) Presenting the organisation structure and business functions.................................................3
2) Discussing how marketing department works with other business functions.........................4
3) Explaining different types of management functions..............................................................5
4) Analysing the role of HR and identifying organisational culture...........................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
“Management is doing things right; leadership is doing the right things”. Thus, Proper
management of firm allows in directing and controlling various group of people based on the
certain financial resources and budgets. Also, the present report will discuss certain
organisation structures along with certain merits and demerits. Moreover, certain business
functions especially marketing function will be discussed in detail. Also, interrelationship
between various management functions for success of the business will also be covered. Lastly,
the study will highlight role of HR and talent management to achieve business objectives
MAIN BODY
1) Presenting the organisation structure and business functions.
Organisation structure refers to the system that outlines how certain tasks are carried out
in order to achieve certain goals of the organisation. Moreover, there are various types of
organisation structure such as team based, network based, hierarchal structures and much more
that could be adopted by the firm. Some of them are as follows:
Functional structure: It is types of structure where the firm breaks down the tasks based on the
specialization so that employees could give the best productive results in limited time period
(Hilton, Arkorful and Martins, 2021).
Advantage: It encourages specialization and helps the team members to feel determined.
Disadvantage: It avoids the interdepartmental communication which sometimes create conflicts.
Divisional structure: It is one where the work among the employees is divided by top
management based on certain projects, products, or any kind of subsidiaries. Also, here each
business unit performs with its own leader and functions while keeping in mind the overall
organisational goals and objectives.
Pros: It is quite flexible for the companies that are large in size. Further, chances of quick
responses in changes in the industry and customer wants is higher.
Cons: This structure might lead to duplication of resources and it might also lead to situations
where the company is competing with itself only (Mandysová, 2019).
Flat organisation structure: In this form, organisations grows on basis of adding new
departments within the existing levels. Moreover, this structure encourages more involvement
form the employees and less supervision.
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Merit: Open communication and more coordination
Demerit: Chances of confusion among workers are higher
Matrix organisation structure: it is the one where the company is having cross functional
teams that are formed for carrying out some special projects.
Advantage: Employees are able to use skills in various forms apart from their original roles
Disadvantage: Conflicts between various departments
Business functions refer to the activities of the firm that are divided into core and support
functions so that better outcome could be yield in the future (Derr and DeLong, 2018).
Operation: Here inputs are converted into useful outputs while maintaining the quality levels.
Major role of this is to maintain high level of efficiency in production processes.
Human resource: Plays an important role in identifying and hiring the best workface for the
company so that different tasks could be accrued out effceinetly
Marketing: Role of marketing department is to advertise, distribute and promote company
products so that sales could be generated for any business (Ritter and Lettl, 2018).
Finance: This department plays the role of managing all the money for the business so that
timely resources could be supplied and budgets could be prepared for the future.
2) Discussing how marketing department works with other business functions
Marketing department plays major role in any business as it helps in generating large
amount of revenues while working closely with other departments that exists within the firm.
Also, many business aims at developing effective marketing plan that would allow the firm to
design better future products and services. Further, marketing department works with production
department by conducting proper market and research analysis so that appropriate levels of
production could be determined by the firm (Moşteanu and Roxana, 2020). Also, through
efficient marketing, production department would be able to produced items for the company in
accordance with the quality and design wanted by the customers. Also, it can be said that
marketing function closely works with human resource department so that required amount of
skills among the employees could be developed that will further help in development of new
product in the company easily.
Moreover, production is also able to develop competent sales team for overall firm that
would enhance the sales of the business. Furthermore, through marketing efforts it is easier for

the company to prepare budgets as the overall costs and resources required is identified on the
brand image that is developed in the firm in the market that is generate through exclusive
marketing reports during the specific time period. Thus, based on this the firm is able to
generate funds for continues operations of the business (Marketing Interfaces with other
functional areas, 2022). Hence, it can be said that marketing department helps in generating
better results for the overall firm growth as all the reports and data are timely collected and
recorder that helps the top management in generating better policies and make effective business
decisions in the future. Also, through such interdependency of marketing department on other
business functions allows all people to work together in better coordination and teamwork to
achieve certain business goals.
3) Explaining different types of management functions.
Based on the Henri Fayol there are five types of management functions that are present in
any organisation such as planning, organising, commanding, coordination and control. All these
management functions would allow the company to achieve unexpected goals for the business.
These are described as follows:
Planning: It is done based on the total organisational resources that are available and
management ensures that there are optimum utilisations of resources which is done through
developing competent workforce and performing regular audits for the company.
Organising: it is stage where the company provides all the necessary resources that is
essential to carry out the action plan. Moreover, for this purpose the firm need to carry out the
research across the various departments so that needs of each are identified closely.
Commanding: Here in this stage the management ensures that all the desired tasks are
carried out systematically by the workers without any confusion so that chances of errors are less
and productivity is higher every time (Barbosa, Castañeda-Ayarza and Ferreira, 2020).
Coordination and control: It is conformity stage where any errors if found at any level
of department than corrective actions could be taken on time so that business could run smoothly
and both personal and general interests of the company are achieved on agreed deadline.
Based on the above functions of any organisations it can said that both planning and
organising function are interlinked with each other as planning allows firms wants to achieve
some specified future goals that is generated in mind of any individual long before. However,
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through organising function the idea generated earlier is brought to action where all the resources
and finances are made available so that actual implementation could be done. Furthermore, only
those firms are able to plan well that have the ability and knowledge of the market from where
the people, resources, infrastructure could be generated for completion of certain activities. Both
planning and organising is very time consuming process as effective decisions and better
allocation of resources at each level requires consent and approval of all the working members of
the firms (Shani and Coghlan, 2019). Moreover, based on the future planning and forecasts
resources are identified so that short term gaols could be achieved easily that further helps in
achieving greater organisational success in the future.
4) Analysing the role of HR and identifying organisational culture.
Talent management refers to the process of attracting, selecting and retaining large
number of employees for better organisational performances. Also, the major role of human
resource is to recruit those talents that are best fit based on the organisational culture and have
the required skills to carry out the specified job roles. Moreover, HR ensures that top talent for
the firm are retain within the firm for longer period through developing proper training and
incentive programs (What is Talent Management? All You Need to Know to Get Started, 2022).
Furthermore, employees are the greatest asset for any firm and therefore talent management
suggest ways that would help the firm in increasing the employee performance and thus making
them more productive to face all kinds of future challenges in most efficient manner. Also, a
motivated workforce is built at the workplaces that help the firm in taking various strategic
decisions for the future growth and development. Thus, organisation is evolved in better terms
not with in terms of profit but ith also high level of competencies that promote more creativity
and innovation.
Organisational culture defines the set way in which all the members performs in bests
of manner to achieve certain objectives, mission and expectations of the firms. For instance:
Google has built employee centric workplace where individuals remain motivated and happy.
Also it is having work culture that respects each employee’s opinions for any organisational
decisions (Abusweilem and Abualoush, 2019). Moreover, each organisation has their own work
culture such as sales culture, customer centric, culture of safety, culture of leadership etc. that
allows to clearly defines certain rules and regulations. However, any firm that is having weak
organisational work culture than it would only cause losses and wastage of resource’s. It will

also create negative environment where chances of conflicts would be much higher. Also,
employee’s skills would not be developed and thus individuals would resist in taking
responsibilities for those tasks that seems to be quite challenging.
CONCLUSION
From the above report it can be concluded that proper management and organisations
structure allows the firm to achieve future gaols in much better manner. Also, the report had
analysed that marketing functions plays important role in achieving challenging goals for the
organisation. Further, different management function such as planning, organising, commanding
and control allows the firm to increase the organisational performance. Lastly, the importance of
talent management and role of HR had also been covered under this report in detail.
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REFERENCES
Books and Journals
Abusweilem, M. and Abualoush, S., 2019. The impact of knowledge management process and
business intelligence on organizational performance. Management Science Letters. 9(12).
pp.2143-2156.
Barbosa, M., Castañeda-Ayarza, J. A. and Ferreira, D. H. L., 2020. Sustainable strategic
management (GES): Sustainability in small business. Journal of cleaner production. 258.
p.120880.
Derr, C. B. and DeLong, T. J., 2018. What business management can teach schools. In The
Management of Educational Institutions (pp. 127-137). Routledge.
Hilton, S. K., Arkorful, H. and Martins, A., 2021. Democratic leadership and organizational
performance: the moderating effect of contingent reward. Management Research Review.
Mandysová, I., 2019. Classical management biases and behavioral approach
comprehension. Scientific papers of the University of Pardubice. Series D, Faculty of
Economics and Administration. 46/2019.
Moşteanu, D. and Roxana, N., 2020. Management of disaster and business continuity in a digital
world. International Journal of Management. 11(4).
Ritter, T. and Lettl, C., 2018. The wider implications of business-model research. Long range
planning. 51(1). pp.1-8.
Shani, A. B. and Coghlan, D., 2019. Action research in business and management: A reflective
review. Action Research. p.1476750319852147.
Online
Marketing Interfaces with other functional areas. 2022. [Online]. Available through:
https://www.brainkart.com/article/Marketing-Interfaces-with-other-functional-areas_7197/.
What is Talent Management? All You Need to Know to Get Started. 2022. [Online]. Available
through:<https://www.aihr.com/blog/what-is-talent management/#:~:text=is%20talent
%20management%3F-,Talent%20management%20is%20the%20full%20scope%20of
%20HR%20processes%20to,that%20make%20employees%20more%20productive.>.