Recommend this article to your friends! The Scientific Management approach was initially described and theorized by Frederick Winslow Taylor in the in the late nineteenth and early twentieth century.
But what exactly is organizational development and what does it have to do with human resources? Organizational development emerged from studies of human relationships and their impacts on organizational performance in the s.
Unsurprisingly, the researchers found that the organization itself tended to influence how people behaved and performed. Designing the right structure to meet the goals of the organization played a big part in whether or not it would be effective. HR professionals are concerned with these matters on two different levels: How creating organizational systems can motivate and assist employees in achieving organizational goals.
How those systems effect the morale and individual effectiveness of the employees themselves. Trends hitting the traditional corporate structure in the United States include: Outsourcing Loosening restrictions on contract staffing Global competition Aging workforce and generational challenges HR pros have been trying to handle the fallout from all these trends without a lot of help from corporate management.
But what if there were relatively simple organizational changes that could be made to help ease corporations and their employees through these difficulties?
This is where OD starts to look really, really intriguing to HR professionals. Organizational development largely works by providing staff with the structural incentives to do their best and by getting systemic blocks out of their way in doing it.
When you think about what sort of complaints you commonly get, you can see the advantages in this approach. OD offers a more powerful set of tools for fixing those issues than the average HR department can bring to bear, though.
For the most part, their immediate supervisor and the department they work within will have way more practical influence on their daily work experience than you can. OD opens up those structural influences in a way that allows HR to make positive changes.
HR can do a lot to help out organizational development efforts as well.
In fact, good HR processes are critical in almost any OD project. It starts with getting the right people in the door in the first place. Having smart, well-trained, ambitious staff to work with will support OD efforts a lot more than the dregs from the bottom of the hiring pool barrel.
HR recruiting experts can look at OD plans and ensure they are pursuing, and hiring, the right people to get those plans in place. Increasingly, OD professionals are looking to integrate career planning and employee engagement with their workforce planning processes.
Those are both aspects that HR is tailor-made to handle. This also points to a role in job analysis and design. An OD expert might identify a role to be filled in the organization without respect to the recruiting pool in play out in the real world.
HR, with more familiarity with the job candidates available and credentials that are realistic and achievable, has to put together a job description and compensation package that can actually hook a qualified candidate.
They might also propose changes to the organizational design on that same basis. HR also has a role to play in compliance and other playing-field factors that OD sometimes misses.
Finally, OD also needs the HR touch when it comes time to implement their grand new plans. And big organizational changes often pose threats to individual positions.
Employees build roadblocks to organizational change when they are worried their job is on the line. These fears have to be addressed as part of the plan, but human resources staff will be the people providing the human touch.
This entry was posted in Articles by admin.In figure 2, this chart is talk about McDonald’s international organizational structure. In the international, the company is talking about how to executive other country chain store. The organization structure of McDonald’s is pyramid-shaped, to ensure consistency of service delivery across all country.
Company Organizational Chart. Use this company organizational chart template to help create a professional-looking org chart for your business. Add, delete or move cells to correspond to your organization.
6 Steps For Successfully Bringing Change To Your Company There’s a right way and a wrong way to push for organizational change. Here’s how to avoid backlash, and get everybody involved in the. Jul 20, · The restaurant business is a competitive industry with many variations.
Therefore, it is important to know how to write a business plan for a restaurant or . Organizational structures such as the divisional structure and the matrix structure could be the solution for companies operating in more uncertain and complex environments, and the solution for companies offering a broad range of products to different customer segments.
Organizational charts become a necessity when you work with a large group—people need to understand where they fit in the organization and what tasks they need to accomplish, and a visual representation brings the point across quickly..
However, org charts can also become a hassle. It takes a lot of time to collect the information you need, let alone structure it in a way that looks.