Flexible HR Organizational Structure

The Human Resources has to be one of the most flexible parts of the organization. HR has to react quickly to the changes on the external market around the organization and the impact is usually transferred via employees. HR Organizational Structure has to be flexible as the HR Management can quickly move employees to the area of the urgent need and to become a bit relaxed in other areas.

The flexibility of HR Organizational Structure is not about employees, it is about the managers. The HR Managers are focused on building their career paths and the number of subordinates and number of managed processes is one of the key elements of their motivation and satisfaction. The usual feeling is about the number of employees I can manage. The more people I manage, the more important I am.

The success of the flexible HR Organizational Structure depends on finding other measure of the importance for the organization. The managers cannot feel de-motivated by the organizational changes in the structure. They have to pass several employees into another unit, but they have to gain something else.

The flexible HR Organizational Structure is needed for the successful implementation of the HR Strategy and the HR Processes redesign. The HR Managers should not be focused on the number of employees they manage, but they should be purely focused on the success of the HR Processes they have to serve.

The HR Organizational Structure should be the tool to meet the goals, not the kingdom I reign. The HR Director cannot evaluate the HR Managers by the number of employees, but the improvements introduced and the stability of the HR Processes they manage. The most important message about the HR Organizational Structure is the message about the constant change and the employees should be used to flow through the HR Organizational Structure.