HR Function Report: Organizational Design and Leadership Analysis

This report analyzes the human resource function within the context of a new division of a manufacturing company. It examines the use of a matrix organizational structure for effective project management and a tall organizational structure for coordinating teams. The report explores various organizational design approaches, focusing on how the HR function aligns with strategic direction and company culture. Key issues such as planning, communication, and workforce resistance during organizational changes are discussed, along with effective strategies for communication and persuasion. The report also evaluates the use of HRIS technology to improve business operations and offers recommendations for enhancing the HR function. It covers topics like resource coordination, skills involvement, communication, and cost-effectiveness. The report also touches upon alternative organizational designs, such as tall structures, and their impact on communication, overhead costs, and employee management. The report concludes with insights gained from each section.

Running head: LEADER THE HR FUNCTION
Leader the HR function

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Executive summary
The main aim of this report is to analyze the human resource function. It is analyzed that matrix
organizational structure is used to manage the project effectively and efficiently. It also evaluated
that tall organizational structure can be used by senior HR director of new division to coordinate
the team members. It is also exhibited that there are different ways for organizational design in
which human resource function fits in the strategic direction and culture of the organization. It is
also finding out that Planning, Lack of agreement, Workforces Resistance and communication is
key issue that organization will face in the context of changes. It can be exhibited that Effective
Communication and Transparency, Individual Counseling, and Implementation and Monitoring
are effective strategies that could be used to communicate within the organization about the
change. It is also stated that communicate Constantly, Develop Accountability and celebrate the
progress are different strategies which are used to persuade others within an organization about
the changes. It can be evaluated that HRIS technology is used to improve the efficiency of cost
and effectiveness of the business operation. Along with this, there are several Strategies to using
techniques and strategically increase the efficiency of cost and effectiveness business operation.
It is illustrated that there are several recommendations to improve the HR function. In the last,
this report reflects each section and by which I have gained my learning.

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Table of Contents
Executive summary.........................................................................................................................2
Section 1: Human resource Departmental design............................................................................5
Structure of organization and Functional Roles of HR...............................................................5
Alternative solution design..........................................................................................................8
Organizational design ways of the Human Resource function that fits in the strategic direction
and culture of organization........................................................................................................11
Section 2: Evaluation of Modification and Communications Problems.......................................13
Issues that organization will face in context of changes............................................................13
Strategic to influence people regarding changes and ways by which the changes support to
strategic vision of a corporate....................................................................................................20
Section 3: Technology applications...............................................................................................22
Ways to which the technology would be used to improve the efficiency of cost and
effectiveness of business operation...........................................................................................22
Strategies to using techniques and strategically increase the efficiency of cost and
effectiveness business operation................................................................................................23
Recommendation to improve the Human resource function.....................................................24
Part 2: PPDP Reflection.................................................................................................................26
References......................................................................................................................................30

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Section 1: Human resource Departmental design
Structure of organization and Functional Roles of HR
A matrix structure is used to pool together the workforce who integrates the products and
functional experts for accomplishing the business goals and objectives.
This structure is used by senior HR Director in new division to manage the all 4 small
manufacturing companies. Under this structure, senior HR director will make the link the people
with different levels and departments within new division. This matrix organizational structure
can be implemented in both hierarchy and flat organizational forms as it is suitable for new
division.
Moreover, this organization structure incorporates the benefits of departmentalized and hierarchy
structure. Under this, each workforce report to a department manager for their work-related issue
and also contact with human resource manager for salary, promotion, discipline, and company-
wide regulation. The workforce can involve in a work-related decision with their department
executive as it would be beneficial to solve the issues regarding manufacturing of goods and
services (Armstrong, et al., 2014)
The following can be different benefits and disadvantages of using matrix organizational
structure within new division:
Resource coordination
This matrix organizational can facilitate the senior HR director of new division to emphasize on
their field of proficiency. Further, payroll and benefits manager of new division emphasizes on
the recruiting, training and organizing the workforce in their expertise whereas administrative
clerks can concentrate on attaining the goals and objectives of their particular products.
Skills Involvement

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The workforce may face more complexities to take benefits from the proficiency of people who
are in other fields. Under this structure, workforces have communicated with the team of other
functional fields through their relationship with the project team. This can enable the workforce
of new division to grab opportunities for building high extent of proficiency as compared to
other functional structure (Beardwell, et al., 2014).
Effective communication
The matrix organizational structure allows the employees of new division to make constant
relation with members of other functional fields. This can be beneficial for employees to get
more information and resources from other functional fields. As a result, it can be stated that
collaboration amid the functional team members facilitates the team member to effectively deal
with the complex issues and objectives.
Flexibility
This matrix structure also facilitates the human resources to share information across different
tasks. Furthermore, functional field develops the proficiency to attain the requirement of the
project (Brewster, et al., 2017).
Specialism
Recruiting workforces in functional fields can facilitate new division to make proficient the
employees in their particular area. It is also stated that proficient workforces can do extremely
well performance in their interested fields instead of doing well in multitask.
Exchange of Efficient Information
Matrix organizational structure can be beneficial for business perspective because it can lead to
effectively exchange the data within new division. Under this structure, the different department
works nearest with each other and also interact with together to promptly solve the problems. In

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this way, new division can enhance their productivity because this structure allows the effective
communication and make prompt decision-making at the workplace. For instance, individuals
from manufacturing field may communicate with each other to develop strategies. Since,
proficient exchange of data can allow senior HR director to act rapidly with respect to meeting
the customer’s needs and requirements (Chelladurai, et al., 2017).
Enhance motivation
The matrix organizational structure leads a democratic leadership style. This style integrates the
efforts of individuals before managers make a judgment. Further, incorporating precious ideas of
employees into decision-making process can increase the motivation and lead to employee’s
satisfaction in new division. Under the matrix structure, each individual acts in their proficient
functional fields. Besides this, senior HR director involves their team members in each day to
day practice which facilitates them to make a judgment with the perspectives of the workforce.
Internal difficulties
A prime disadvantage of using matrix organizational structure is that it can create internal
complexity. Some of the employees become confused about their supervisor. For instance, an
individual can get different guidance with respect to the same manufacturing issue from
managers who act in different fields. Besides this, dual power and interaction issue may create
division between managers and workforces. Moreover, miscommunication and ineffective
organization can prone to employee’s dissatisfaction and low morale amid employees. Another
issue is related to the lengthened project that can increase the employee turnover within new
division (Budhwaret al., 2013).
Costly to keep and eliminate the internal conflict

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Another disadvantage of using matrix organizational structure within new division is that it can
be expensive to maintain. An overhead cost of new division can increase due to the requirement
of double supervision. In addition, the contribution of the workforce can cause unhealthy rivalry
among managers at the workplace. The existence of limited resource can create hostility at the
workplace and also delay in manufacturing (Purce, 2014).
Alternative solution design
Organizational structure is defined as a structure to formally divide the work and builds co-
ordinations amid team members. A tall organizational structure could be centralized or
decentralized. An alternative design is a tall organizational structure that can be used by new
division to manage the human resources of all 4 manufacturing company. In this way, senior HR
director of new division will use centralized organizational structure to manage the workforces.
This structure has the high extent of hierarchy. Under this structure, there are a large number of
supervisors and each supervisor has a small span of control. Besides this, the tall organizational
structure can be more complex and complicated and can be slower to respond towards market
changes as compared to those organizations where supervisors have a larger span of control
(Sparrow, et al., 2016).
Administration
In this centralized organization structure design, there are large numbers of layers between top
management and workforces. In this way, each layer of management create its own regulation
and process, hence it can be stated that there is a large number of rule and regulation has
followed by employees due to several layers at the workplace. Consequently, it can slow down
the process of new division and develops it excessively bureaucratic. Together with, it can add

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more expenses because the certain function is performed by larger than one person (Storey,
2014).
Workforces
In the tall organizational structure design, there is a small number of employees to manage hence
managers of new division can be able to manage more personally and can spend more time to
train them. There is also clear career growth and promotion for workforces. But, at the same
time, it can be stated that employee satisfaction may be lower in this organizational structure
design due to many layers of administration and inflexible policies. As well as, there are fewer
opportunities for employees to take on accountabilities. It can lead to an “us versus them”
emotions between workforces (Marchington, et al., 2016).
Effective communication
In tall organization structure, there are several layers of management which indicates that there is
an unambiguous line of communication. However, it could be difficult for making a judgment
because there is need to make authorization from different people. Furthermore, it can be
complex for senior HR director to access the team members without going through several layers
of management. Since, communication moves forwards through the different level like
managers, management chain and employees in a parallel group hence it can create difficulty for
senior HR director of new division to directly communicate with the employees (Alfes, et al.,
2013).
Overheads
A tall organization can face a lot of expenses as compared to another type of business structure
because there is need of more supervisors and managers to manage the human resources.

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Furthermore, the cost can be raised due to taking more time in decision making and delay of the
production.
New division is a large multinational distribution company which has acquired all 4 small
manufacturing companies. This company has not previously run manufacturing operations. To
focus on manufacturing process, new division can use tall organizational structure. At the top
level, it will place the director and under this, it will place the payroll, administrative, and benefit
manager. Payroll is the executive and trainee manager. Administrative clerk will be worked
under the director. Benefit manager entails the trainee manager, shift running new division
manager and head of new division. In this organizational structure, trainee manager is low and
shift running is a top new division manager. In the last, new division manager manages the other
employees (Renwick, et al., 2013).
In addition, the culture of new division can be developed by using different factors such as
external environment, a way of their performance, their attitudes and values, the purpose of the
company. Along with this, new division’s location, products and services and management is
also considered to select the appropriate organizational structure (Brewster, et al., 2016).
The organizational structure can impact on the culture and performance and productivity of new
division. Further, each individual of all 4 manufacturing company has been delegated their
respective tasks because new division is a manufacturing company and it considers the different
operation that has not run previously by this large multination company. Along with this, morale
within the staff is effective hence, senior HR director of new division will provide promotions
and bonuses to their team members and managers. The culture is effective for new division as
well as the structure of manufacturing process of new division is efficient and effective. The way
in which new division deals may prove that their structure is in an appropriate manner. Further,

HR Business Partner Finance Staff Operations Staff Marketing Staff
Payroll & Benefits Manager
HRIS Administrator
HR Business Partner Finance Staff Operations Staff Marketing Staff
Marketing Staff
HR Business Partner
Operations Staff
Finance Staff
Finance Staff
Operations Staff Marketing Staff
HR Business Partner
Senior HR Director CFO COO Marketing
CEO
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senior HR director will use effective work specialization, a chain of command, a span of control,
formalization, and departmentalization (Aswathappa, 2013).
Following charts shows the organizational structure of new division that has acquired all 4
smaller manufacturing companies (A, B, C, and D):

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(Sources: Aswathappa, 2013).
Under the new organizational structure, it can be stated that the total employees will be 640 and
different HR staff will be appointed in new division. In this way, 4 director, 1 assistant director,
1payroll and benefits manager, and 4 HR business partner will be recruited in new division from
acquired all 4 smaller manufacturing companies who will work with each line managers and
coordinate HR functions such as Recruitment, Training and the work flow. Furthermore, all other
departments like finance, HR, marketing, operation can be centralized for all companies (A, B,
C, and D) and also one HRIS administrative person for the new division.
Organizational design ways of the Human Resource function that fits in the strategic
direction and culture of organization
Human Resources Practice to Build Culture
Senior HR director has a unique role to make sure that culture of new division will flourish and
continue. It is stated that new division should make job analysis and assessing its culture as it
would be beneficial to make effective HR policies, strategies, and programs. It will also aid to
build strength, and its core values and purpose. In new division, senior HR director will consider
the same beliefs and core features to encourage the each individual who come from 4
manufacturing companies (Anderson, 2013).
It can be recommended that senior HR director of new division can use different techniques to
develop and sustain the effective performance within the organizational culture. These
techniques are onboarding efforts, performance management program, recognition program, and
hiring practices. The key challenges for senior HR director are to decide how to implement these
techniques and allocate the resources effectively and efficiently in new division (Aswathappa,
2013).
Reward programs to employee recognition

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Senior HR director of new division can use the reward and recognition programs to encourage
the workforces and to act in accordance with the culture and values and organization. For
instance, Senior HR director can provide the bonuses on the basis of teamwork rather than
individual performance. It should also highlight on that person who exemplifies the value of new
division (Brewster, et al., 2016).
Onboarding plans
Senior HR director of new division plays an essential role to socialize the fresher workers by
supervising and designing the onboarding procedures. It is analyzed that onboarding creates
understanding among newcomers about the value system, norms and expected organizational
ethics of employer. Senior HR director should help fresher to become a part of the business
network within new division and ensure that they have past job experience which may reinforce
the organizational culture (Jackson, et al., 2014).
Efficient communications
Conflicting message with respect to corporate culture may generate cynicism and distrust that
can lead the employees to take action as injurious as misappropriation. Experts stated that
cultural variation may cause employees to grow unenthusiastic, and to create the belief of
untruthful management. Due to doubt statement, employees give their fewer efforts to do work
Hence, Senior HR director of new division may invest its significant money and time to create a
culture but may not be reaping the equal rewards particularly when a supervisor, executives, and
high-rank workers have their different perception regarding the culture of new division. Senior
HR director should ensure that new division constantly and visibly communicates about its
culture to all workforces (Nickson, 2013).
Legal Problems