
DEVELOPING, USING AND ORGANIZING RESOURCES IN EDUCATION
January 18, 2024
Case Study Analysis Sample – 1
January 20, 2024Executive Summary
This study is focused on a consultancy report that throws light on the redesigning of the human resource management and organizational design of Seeberger. It also focuses on the strategic mission and goal of the client organization that is Seeberger and has focused on the recommendations about the organizational redesigning as a consultancy report. The study also finds a strategic app that is related to the current human resource management of the organization and the organizational design. It furthermore focuses on the risk associated with the free consultation of the human resource management and organizational design and therefore presents a conclusion for better management along with the engagement of the employees for both structural and contextual dimensions.
Introduction
Event management helps in the overall practice of having a process way of handling the overproduction of the organization. Being a consultant, I have focused on the various functioning and production-related activities of small and medium-sized Enterprises. The report has focused on Seeberger which has been focused on luxury items for sales and production. Human resource management is considered an act of recruiting along with hiring and deploying the employees of the organization thereby maintaining the culture of the company. it also manages the benefits of the employees and the theatre’s safe work environment to handle disciplinary actions. The organizational design in human resource management focuses on the aligning of the structure with its key objective and the ultimate aim. of improving efficiency and effectiveness. The organizational design also has a corporation with the top management and analysis for the delivery of the right proposal to have better adjustments.
Strategic mission and goals of the client organization
Seeberger has been known for its luxury products such as not, dried fruits, and coffee since it was founded in the year 1844. The company has its vision to offer the consumer the best nature of the Seeberger pack (Seeberger, 2022). it also depends on the commitment to the well-being of the employees and the suppliers to have a better system and Management. The fear relationship is based on the partnerships and the supply partners where the product comes from the influence of Sustainable cultivation. It also looks at the influence of the working and living conditions of the local people and enables supply chain management to focus on human resources for the well-being of the company and its employees.
Figure 1: Website of the client’s organization
(Source: Seeberger, 2022)
The company also uses conscious care for the use of resources to guarantee the consistency of the product that is useful for the employees in the future (Lecerf and Omrani, 2020). The issue of the quality of the products in the company also determines the action and work with the cultivation of raw materials to the transport and processing to the shopping basket and ensuring the best quality of the product in the maximum package for maximum enjoyment. Strategic gap related to the client’s current Human Resource Management and organization design. The transpiration and cultivation of the product are also focused on the processing and the refinement which is important for the growth and development of the company.
A well-constructed precise supply chain is a view of knowledge and also focuses on the location of the company (Naji et al. 2020). The recycling and packing of the company are based on natural methods and ways along with the working of partners around the world and attaching particular importance to the creation of good living and working conditions. It also focuses on the cultivation and the conditions for conserving natural resources during the process. That company also finds a result in the future generation for or allowing growth of valuable food to provide sustainability and security with the future predictions of the company providing growth and desire in the rise of sales and the improvement in the employability. The growth and development of the company with the redesigning of the human resource management and organizational design makes a deeper impact on the possible insights within the growth prospectus of the company.
Strategic goals of recommended HRM and organizational redesign
The aim of Strategic human resource management focuses on advanced flexibility, innovation, and competitive advantage. It also focuses on the development of a fit purpose for the organizational culture along with the improvement of the business performance. The focus of the organizational design is on the lining of the structure within the organization with its objective and ultimate aim of improving efficiency and effectiveness (Héder et al. 2018). The company has the key objectives of providing good employability and proper service and ensuring proper service. Strategic human resource management also solves the problems of goods and long-term objectives with the enhancement of business performance while holding the organizational culture. The primary goal of human resource management also focuses on the improvement of the business performance and upholding a culture to inspire innovation along with the competitive advantage.
The number of small and medium-sized organizations has been increasing in Germany since the year 2008 with the vast majority of the employees and the employers. The small Enterprises also employ around 49 people and up to 500 with the maintenance of human resource Management for the contribution of the financial and non-financial sectors. The contribution of small and medium-sized organizations has contributed to the economy of Germany by increasing the cells from 745 billion euros to 968 billion, to have better growth and development in the country’s GDP (Fernandez and Gallardo, 2020). the graph given below shows the number of medium sizes in prices in Germany from 2008 to 2021 by size:
Figure 2: Enterprises in Germany
(Source: Statista, 2022)
The graph, as shown above, provides a proper view of the employees and the number of employees in the organization. The goal of the recommended design is to close the gap between their current organizational goals and the strategic goals. It also functions on the goals to eliminate the waste of resources for redirecting the spending. Apart from this, the elimination of the manual process with the technology proponent with the service to provide the promise (Baillie and Thomas, 2019). The growth and development of the industry are based on human resource management and organizational design to have a place in the work and the proper growth and development within the work frame. It also promotes the employability and the happy faces of the employees to have a proper system of the supply chain and how the company can have the proper growth and development.
The organizational process also helps in structuring the objectives for the ultimate goal of improving the efficiency and effectiveness of the source of business processes and the result of the new mandate. The human resource strategy focuses on the bargain liver and the free agent along with the committed expert to have proper development in the overall management (Wright and Scott, 2018). Strategic human resource management also focuses on the solving of various problems along with the long-term objectives that have been set. The primary goal of human resource management is also to enhance the business process to uphold the culture of the organization and provide Improvement to have a competitive advantage and the wider throughout the organization (Sparrow, 2019). The key elements in the organizational design include the work specification, departmentalization, and compartments, formalization of elements, centralization, and decentralization, chain of command, and span of control. It also focuses on the enjoyment of the organizational visions and values for having a solid foundation keeping up culture to help identify the articulation of the particular components.
Figure 3: HRM goals for SMEs
(Source: O’riordan, 2022)
Being a consultant of the client organization, I must focus on the various goals of human resource management that can enable the growth and productivity ratio for upward mobility in the business. The requirement for more capital also helps in the formation of the Purchase of equipment and the payment for electricity along with promoting the various operations. It also focuses on the acquiring and managing of investment by ensuring assistance and clear goals for the workforce to make strides towards ensuring success within the company (Loon et al. 2020). The Human Resource Department also focuses on the maintenance of the primary goals of productivity and providing an adequate number of skilled and efficient workers by analyzing the workload and the potential problems with manpower and additional help. It also helps in understanding the turnover of the company and identifying the key problems for allowing the policy connection and the various other activities just meant for completing the role and understanding the personality that is fit for the corporate culture.
The evaluation and the training programs also help the department and the company to have employment and valuable resources for the business in developing the professional need for creating skilled and productive staff. it also focuses on the help of the employer for conveying and stone and evaluating the weaknesses and striving for improvements for future advancement. It is also concerned with the development of the knowledge and values that are important to the members of the corporate mission by fostering the corporate culture to engage our performance to achieve the goals of the company (Mayo, 2018). The German company also focuses on policy creation and education which is important in human resource management for Regulation and compliance to be achieved to have a streamlined process for efficiency. It also focuses on the repetitive tasks that are completed easily and effectively to have natural growth and development for further enhancement within the prospects of the company.
Figure 4: Strategic management theories
(Sources: Self-created)
The theories of strategic management and the combination are based on behavior which is called behavioral role theory which considers the behavior of the employee as positive strategy implementation. The resource-based theory suggests that human resources require sustainable competitive advantage for the company whereas the human capital theory reflects on the strategic significance of the human resource having the financial assets and skill with the capability to have and enhance value in the economy (Bruyn, 2020). Apart from this, the transactional theory focuses on the ability to ensure cost minimization through periodic monitoring to enhance governance. The Human Resource Management Theory helps in creating the crucial challenges to enable cross-cultural interaction to have a better focus on the implied for better results in advancements in the business.
Figure 5: Key principles of organizational design
(Source: Self-created)
The organizational principle Focuses on the various designs to have sustainable development of the company to compete in the market competition along with the achievement of its goal. Organizational design principles include specialization in the work, coordination, knowledge and competence, control and commitment, and innovation and adaptation. The implementation of the organizational design involves the integration of the structure and process to support the implementation of the strategy that goes beyond the traditional lines and boxes (Francis and Baum, 2018). It also comprises the process that follows the management and the individual performance and on with the recruitment and putting an effort for the condition to be satisfied in the system and the workplace along with acceptability and acceptance.
Recommendations
To avoid the pitfalls, the company should follow the following recommendations:
- The company should focus on the long-term strategic aspirations and take time to have a complete survey of the scene to have a better and stable position in human resource management for the betterment of the employees and the services
- The company should focus on the internal and external environment to understand the key features of the company along with the country where it is working and operated
- The company should be structured in the selection of the right blueprint and be rigorous about drafting the talent and recruiting the best employees for having a grade purpose to be served
- The company should identify the necessary mindset shifts and change those wherever necessary to have proper development in the Business with the establishment of metrics that measure short and long-term success.
- The company should also make sure that the business leader communicates and is rigorous about drafting the talent as it is necessary to have a proper establishment with the desired goals.
Risks associated with your recondensation for HRM and organizational redesign
The condition of human resource management and organizational design helps in maintaining the highest standards of Labour, human rights, environmental, and ethical conduct. It also focuses on the fundamentals of the organizational arguments with the high potential to form the past performance at the low measure looking at the various problems for the perspective to create talent. The risk involved in the recognition of Human Resource Management includes the employees working for more than agreed upon (Amarakoon et al. 2019). It also focuses on the risk of the employees who are not receiving recommendations and recommendations as granted by law and copied less than their equals. The risk of Human resources can be considered both General and the risk that is specific to the organization. it is focused on the number of areas that include the abuse at an ongoing and can be of many types, including physical, emotional, psychological, sexual, and financial. It also involves personal injury as one of the biggest challenges that the Human Resource Department in a Re condensation face is regarding retention and motivation.
The reconnaissance of the organizational design involves factors like strategy, environment, technology, size and life cycle, and culture. It also results in the common irritants that have arisen due to ineffective organizational design. The major issues and challenges of the organizational design include the unwanted turnover and the bedroom design, governors in computing the priorities, the expressive span of control, and the MS-aligned incentives or Matrix. The challenges are real and it estimates the time and resources that are required to complete the project along with understanding the various problems of collaboration and exchanging units within the organization (O’riordan, 2022). The major issues that are important in organizational design include tall versus flat organization, departmentalization, centralization versus decentralization, and the span of control. The mentioned problems can be mitigated by providing bitterness in the overall productivity ratio within the business process and the proper functioning to have a bright future ahead.
Conclusion
The organizational design helps in shaping the organization in a structured manner to have a smooth Run for the different aspects of work and the team formations. It also involves the decision-making process with the communication channels for the sleep patterns and the lines of reporting. The components of the organizational design include the department, job design, delegation, span of control, and the change of command. Seeberger communicates with the employees to function smoothly with the products and services it provides. The human resource department also focuses on the various channels of development and the strategic mission to find the top management for better growth and productivity. Human resource management and organizational design provide the strategic determinants of organizational performance. It also helps in building enthusiasm, competency, resources, commitment, and the revolution of the entire workforce. It also focuses on the key to small business growth adhering to the laws of employability along with creating and implementing the effective employability handling of the payroll and ensuring a great place to work.
Reference List
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https://www.seeberger.de/
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