COMPARATIVE VIEW OF TRANSFORMATION AND REINFIGURATION OF FUNCTION OF HUMAN RESOURCES IN DIFFERENT BACKGROUND TYPES OF ORGANIZATIONS

Abstract

In modern, turbulent and unstable times, the most important resource for companies are people. People are going to help for all the changes happen, they will adjust the technology, optimize production, calculate wages and ultimately bring profit to the company. It is certain that a new, neoliberal economy brings new business trends, but what is certain is that, just like people, organizations differ from one another. In 1979, Henry Mintzberg talked about a number of different - basic types of organization, such as: mechanical, entrepreneurial, professional and innovative organization. Each of these organizations has its own characteristics, a specific type of management, a specific system of control and leadership. Each has "something" that makes it different from the rest. If organizations change, as well as socio-political systems, over time, then certainly there is a need for change of an integral part of the organization - human potential. In modern times, looking at this function is not the same as before, this function experiences transformation, becomes dominant, that is, it becomes the focus of the managers themselves. This is the time of the Fourth industrial revolution. There is a change of technology, which in the last 200 years could not be assumed that will happen. There are changes in the world economy, and every turn that is happening in the world, due to the process of globalization, can have an impact on every small or medium enterprise in any country in the world. In such a time, the role of human resources becomes even more significant, even more valuable for businesses and their managers. The focus of the research is precisely the need to transform the function of human resources in each of the above basic types of organization, that is, in different organizational configurations. More specifically, it is interesting to examine and investigate how functions such as: a strategic partner, an administrative expert, a change agent, and employee representatives are important in each of these different basic types of organization. These functions have their own meaning, importance, and value in the process of human resources management. In addition, it is also important to examine management support in this context, as well as managers at high, medium and low levels, as well as human resources managers. The survey will show which managers provide the greatest support to employees in the process of their promotion. Has the relationship of managers and employees changed over time, and if so, how and in which way? Also, the paper will examine the division of labor into different types of organizations, and the way of career advancement. How much time is needed for career advancement in an innovative organization, professional, machine, and whether it is more or less time compared to an entrepreneurial organization, is just one of the questions that will be answered in the work. All of the above will be described in the course of work, and the research will be carried out on enterprises in Bosnia and Herzegovina, at various basic organizations in Bosnia and Herzegovina.