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ORGANISATIONAL CONTEXT

ORGANISATIONAL CONTEXT. Internal Environment: Organisational Design and HR Architecture. ORGANISATIONAL CONTEXT. Lawler, Ulrich, Fitz-enz and Madden (2004) Design of the HR function: traditionally separate sub-functions (payroll, recruitment, training and development, etc.)

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ORGANISATIONAL CONTEXT

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  1. ORGANISATIONAL CONTEXT Internal Environment: Organisational Design and HR Architecture

  2. ORGANISATIONAL CONTEXT • Lawler, Ulrich, Fitz-enz and Madden (2004) • Design of the HR function: • traditionally separate sub-functions (payroll, recruitment, training and development, etc.) • Cross-cutting designs: generalists reporting to HR and line; functional specialists at corporate headquarters; service centres, etc.

  3. ORGANISATIONAL CONTEXT • Lawler and Mohrman (2004) • HR more likely to be a strategic partner if: • Head of HR is an HR specialist • HR has a structure that supports strategy: rotating people, using teams, decentralising operations • HR can support the strategy and change initiatives of the business • HR able to use IT fully • HR having the right HR skills

  4. ORGANISATIONAL CONTEXT • Ulrich and Brockbank (2005) • Structure follows strategy • What kind of business type are you operating in? • Single • Diversified • Holding company

  5. ORGANISATIONAL CONTEXT Centralised Decentralised Corporate Business unit Standardised Flexible Continua; sometimes treated as absolutes

  6. ORGANISATIONAL CONTEXT

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