Types  Of  Organization

There are three main types of any organization in HR as below :

1.     Static Organizations

2.     Dynamic Organizations

3.     Adaptive Organizations

Static , dynamic & adaptive organizations are common types of organization.

1.    Static Organizations:

Fixed practices as well as fixed size. Like static equations, these organizations have no variables, time doesn't change them significantly. They persist until some new organization occupies their niche.

2.    Dynamic Organizations:

Fixed practices as well as variable size. Like dynamic equations, these organizations vary in size over time, even though their underlying practices don't change much. They go through a single life cycle, each growing rapidly as it occupies its niche, then declining as its competitors implement better practices that steal away its clients.

3.    Adaptive Organizations:

Variable practices, variable size. Like complex adaptive systems, these organizations vary their practices, seeking the constant improvement that launches life cycle after life cycle, creating new products, services, and processes that hold on to clients generation after generation. 

According to Human Resourse Mangement (HRM) :

ü HR in an entrepreneurial organization

ü HR in a regulatory organization

ü HR in a communitarian organization

ü HR in an innovator organization

v HR in an entrepreneurial organization:

  In an entrepreneurial organization, HR is perceived as an overhead expense to be minimized as much as possible. As such, HR may not exist, or if it does, it is lean and possibly outsourced.

HR professional:

·        Be flexible

·        Focus on shortening recruitment cycle

·        motivate sales

v HR in a regulatory organization:

In a regulatory organization the HR team is often substantial, and perceived as crucial and necessary for managing people risks. HR is highly policy oriented and “by the book”.

HR professional:

·        Appreciate the rigour of the department

·        Documentation is highly valued

·        Enable faster executive decision making

v HR in a communitarian organization:

In a communitarian organization there may not be a large HR team, but there are requests for “more HR”.  HR is perceived as taking “care” of the organization. HR professionals may be expected to manage HR for both paid and unpaid staff.  

HR professiona:

·        Avoid large policy manuals.

·        Adopt a high touch approach with staff and managers. Develop HR programs

·        Facilitate community engagement with the organization.

v HR in an innovator organization:

In an innovator organization HR is perceived as crucial for finding and retaining uniquely skilled staff. The team is often oriented heavily towards recruitment and talent management.

HR professional:

·        Build strong talent management strategies

·        Deliver team building sessions

·        Honour the drive to innovate