INTERNATIONAL HUMAN RESOURCE MANAGEMENT
An organization structure explains in which the activities in an organization are allocated, supervised, and coordinated in order to achieve the goals of the organization. The structure of an organization depends on the type and the market structure of the organization. It is usually developed depending on the firm's objectives as it helps in determining the ways in which the operations in the business will be operated and performed. The structures allow the business management in determining the ways of allocating responsibilities to the various functions that are available and the different entities in the business such as the departments, branches, individuals and workgroups (Dowling, Festing, 2008, p. 12).
The structure of the organization influences a firm in two major ways. It provides the base in which the organization rests its procedural operations and the routines and it asses, which individuals will be; involved in decision-making and the influence they have in shaping the organization. The best type of organizational structure that is suitable to the winch-it company is the functional organizational structure. The type of organizational structure comprises of activities such as supervision, coordination and the allocation of tasks. Functional organization structure determines how and organization operates or performs (Perkins, Shortland, Perkins, 2006, p. 27).
It explains how the individual in the organization is grouped and to whom they are supposed to report. Some of the key and frequent function of the winch-it organization is the marketing, production accounting and the human resource management. The type of organization structure commonly leads to efficiency in operations as employees are trained to be specialists in their own fields of expertise. The main challenge that the Winch-it Company may face because of adopting this type of structure is that there can be some rigidity in the type of communication, thus making the organization to be slow in implementing ideas and to be inflexible (Sengupta, Bhattacharya, 2007, p. 97).
It will be important for winch-it Company to adopt the lateral communication channel, as it is important in the implementation of ideas and problems that are communicated by the employees. Lateral communication channel ensures that the communication in the winch-it company is horizontal and the information will be disseminated in the organization. If the company will adopt the functional organization structure, the employees will tend to carry out their obligations and tasks in a specialized manner. Example is that the technicians will only carry the tasks that are technical. As a result of this, the company will achieve a sufficient and efficient operation in the organizations and the branches that the company will develop in the oversea countries (Pieper, 1999, p. 103).
The functional organization structure is suitable to the Minch-it Company because the company is based on the production of the lights that are standardized and they intend to produce the lamps at a low cost but produce large volumes. Since specialization of obligations is centralized in the functional structure, the production company will be predictable thus enabling them to approximate and be capable of venturing into the new market in Asia. The efficiency of production can be realized in the functional structure if the structure will integrate (Rao, 2008, p.157).
The activities going on in the company in a vertical way as this will ensure that the products are easily distributed and sold at a low cost. In functional organization structure, can be challenging in terms of communication as communication tends to be rigid as a result of the standardized way in which operations are carried out and the degree in which the operations are formalized. Although the structure commonly performs to an extended level of efficiency, the cooperation level of the structure can at times be compromised. This is because the different groups that will be working for the Minch-it Company may be unwilling to cooperate and territorial. As a result of this, the company may face delays in the production sector, reduced commitments by the workforce as they compete, time wastage, and making the planned projects to fail as a result of the conflicts (Perkins, Shortland, Perkins, 2006, p. 127).
Challenges faced in the business expansion of business are a very exciting task for the owners and the managers. It is a difficult that involves great of challenges and pitfalls. A business growth phase is the main determinant if the business was successful or not. If any mismanagement is experiencing, the business is likely to find itself facing extinction.
This challenge occurs when one is opening new premises. It is because there is always the need of a business to upgrade its server or system capabilities so as it can hold new hardware. Using of cloud based software does help business that is being expanded to get around the problem. It is because they do increase the usage that is required in logging the new systems to the data that is being held. Where this method is applicable, the business can be expanded without hitches, and it does allow the new sites to operate almost immediately (Sims, 2007, p.177).
Service Drop Off
This is likely to occur if the business is expanded quickly and unexpectedly. If this occurs, the business gets flooded with clients and therefore the employees are faced with the challenge of trying to keep up with the demand. If the challenges occur for quite long the quality of the work produced is likely to drop off and the level of the services provided. Later, the business is branded as unreliable. Therefore, it is important for the business to look to its outsource work to meet all their clients' demands. The business should also add more employees so as not to overwork the few old employees. It is because the expansion of the business also leads to increase or plenty of work (Rao, 2008, p.189).
Staffing
It is the process where an organization hires people basing their qualifications on their specific roles that they will undertake in the organization. Priorities of staffing are based on the organizational goals. Staffing using this method is advantageous, but still it does have its drawbacks.
Innovation and Stagnancy
This method of staffing never entertains people that are not perfectly fit for the company. Many are times where companies that do use this method end up transforming for the better with their different ideas. Nevertheless, it may result in a state where the organization's goal never changes, since the workers hired theoretically have talents and abilities that never conflict with the management (Sengupta, Bhattacharya, 2007, 197).
Organizational staffing does not entertain the concept that people who are not a perfect company fit actually may end up transforming the company for the better with their different ideas later on. The initial visions and goals of the organization may never change, because every workforce hired supposedly has talents, abilities, and philosophies that do not conflict with management. It can also lead to the company being in competition in the worst-case scenario (Sims, 2007, p.177).
Staffing is mainly based on Clarification of Vision
This process involves the company selecting and training its new employees to perform specific function within the business. Winch-it Company requires such kind of employees so as they will work efficiently and produce quality work. Organization, staffing does force the managers and human management individuals to elucidate their company vision. If they are not able to clarify the functions of the company based on their vision, then there is a need for the company to evaluate whether its jobs are of any necessity (Dowling, Festing, 2008, p. 112).
Fit and Retention
The employees are usually trained so that they can move the company towards achieving its goal. Therefore, there is the need for the employee to fit in the company. Good employees do translate into employee staying in their jobs and performing well. It will result in minimal spending of the company in its recruitment and training methods. As time goes by, employees become experts in their positions, which later results in the increase in company productivity (Pieper, 1999, p.203).
Recruitment benefits and its solution
The main reason why companies recruit members is that they aim at reducing the administrative cost and time of hiring in new members. It reduces the administrative cost and increases quality of work output per hire. Therefore, it is more advantageous for the Winch-it Company to recruit new members as part of their plan while expanding the business (Rao, 2008, p.207).
Motivation and inspiration
Inspiration is important since it gives ideas for expanding the business and motivation enables one to put their ideas into action.
There are several ways of motivating employees. The manager should treat the employee as individuals; they should empower their employees, create a comfortable working place, and reward their employees in respect to their performance reward to influence the behavior of the employee. Therefore, it is important for the management to consider the kinds of reward they provide onto their employees. The reward should meet the need of the employee. The type of reward offered should be considered more worth that those offered in other competitive companies. The method used to give the reward should be fair and equal. The most common type of rewarding employees is promotion, added payment, providing them with time off from their job (Perkins, Shortland, Perkins, 2006, p. 227).
It is important for the Winch-it Company to consider several factors before its expansion. It should determine the much it can afford to invest in its efforts of expanding the company. They should also conduct a very thorough market research so as they can target their products to the right buyers. They should also consider how they are likely to sell their products and in what geographical locations. The hiring of a good lawyer an acknowledged accountant, seasoned transport specialist and a banker are always important since the majority of the expanding companies can never work without their services. They should also make an extra mile of personally making contacts with their target market. This is to create a lasting friendship and to identify their most need to work to meeting their needs. This will ensure that the company expansion will be a successful act (Dowling, Festing, 2008, p. 212).
Bibliographies
DOWLING, P., FESTING, M., & ENGLE, A. D. (2008). International human resource
management: managing people in a multinational context. London, Thomson Learning.
PERKINS, S. J., SHORTLAND, S. M., & PERKINS, S. J. (2006). Strategic international human
resource management: choices and consequences in multinational people management. London, Kogan Page.
PIEPER, R. (1990). Human resource management: an international comparison. Berlin, W. de
Gruyter
RAO, P. L. (2008). International human resource management: text and cases. New Delhi, Excel
Books.
SENGUPTA, N., & BHATTACHARYA, M. S. (2007). International human resource
management. New Delhi, Excel Books.
SIMS, R. R. (2007). Human resource management: contemporary issues, challenges and
opportunities. Greenwich, Conn, Information Age Publ.
SPARROW, P. (2009). Handbook of International Human Resource Management Integrating
People, Process, and Context. Chichester, John Wiley & Sons. http://www.books24x7.com/marc.asp?bookid=29466.
STAHL, G. K., BJÖRKMAN, I., & MORRIS, S. (2012). Handbook of research in international
human resource management. Cheltenham, UK, Edward Elgar Pub.
TAYEB, M. H. (2005). International human resource management: a multinational company
perspective. Oxford, Oxford University Press.
TORRINGTON, D. (n.d.). International human resource management: think globally, act locally.
[S.l.], Out Of Print Vendor.
