Abstract
The purpose of our study represents to determine how HRM’s organizational structures has been changed in the past and where HRM is positioned in present. For obtain theoretical knowledge, we used methods: collecting, gathering, sorting, content analysis, synthesis, comparative and deduction of information. Main sources of obtained information, knowledge represent professional articles and research. Today’s HRM, its position and roles (strategic partner, administrative expert, change agent, employee champion) has undergone five key stages of evolution, changes in organizational structures. At the early stages, HRM was positioned within different departments, as Labor/administrative manager and Welfare officer with roles: administrative expert and change agent. From later to modern stages (Personnel management, HRM and Modern HRM), HRM, by obtaining new roles (change agent and strategic partner), become mostly complected, complicated and managed to operate as separate department, on the same level of importance as financial, strategic, marketing and other departments within organizational structure. Based on todays trend, linked with HR-to-employee ratio, HR ratio per 100 employees year by year decreases, which might cause another important changes to HR department’s position within the organizational structure.
Highlights
Organizational structure is defined as a system that shows how specific activities are designed for achieving, obtaining the goals and objectives of the organization [1]
In our research we would like to define, determine how Human Resource Management – (HRM)’s organizational structures has been changed in the past and where HRM is positioned in present
The aim of our study was to determine how HRM’s organizational structures has been changed in the past and where HRM is positioned in present
Summary
Organizational structure is defined as a system that shows how specific activities are designed for achieving, obtaining the goals and objectives of the organization [1]. These activities consist of specific tasks, powers, roles and responsibilities. Organization structure designates formal reporting relationships, including the number of levels in the hierarchy and the span of control of managers and supervisors. Organization structure includes the design of systems to ensure effective communication, coordination and integration of efforts across departments.
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