Structure of human resource department

structure of human resource department
human resource department of amazon

1. STRUCTURE OF HUMAN RESOURCE DEPARTMENT Priyanka Dhiman MBA

2. HUMAN RESOURCE DEPARTMENT Human resource departments are responsible for a wide variety of activities across a number of core organizational functions. Organizational structure  is the manner in which the activities of the organization are organized, controlled and coordinated in order to achieve an organization's goals. Currently, the human resource department is run by a small group of people that pretty much serve as a jack-of-all-trades with no areas of specialization. The current structure is very flat with no clear lines of authority.

3. STRUCTURE OF HR DEPARTMENT Small organisations :

4. STRUCTURE LARGE ORGANISATIONS

5. STRUCTURE OF HR DEPARTMENT OF AMAZON AMAZON is an American  multinational   technology   company   which focuses on   e-commerce ,  cloud computing ,  digital streaming , and  artificial intelligence . It is one of the  Big Five   companies in the U.S.  information technology  industry, along with  Alphabet (Google) ,  Apple ,  Meta (Facebook) , and  Microsoft . The company has been referred to as "one of the most influential economic and cultural forces in the world", as well as the world's most valuable brand.

6. WORK ENVIRONMENT OF AMAZON Work environment of amazon is very casual and any of the employee can easily reach to any top level person and the people which are working over there are free to move from one place to another. Amazon also plan various parties in the company so that the employees meet each other and the managers also so that the working of the company should be smooth as in informal parties contacts increased and managers of the company do interact with their employees.

7. RECRUITMENT IN AMAZON New employees hired in amazon on the basis of three tests one is interview round and after that online test and the last one is vocal test The HR of the company during the interview checks how the person is and will he be comfortable to handle the new job pressure or not.

8. HR POLICIES AT AMAZON Driven by the pioneering spirit that is part of the company's DNA Continuous learning environment Really smart people A lot of opportunity for growth Always encouraged to be innovative and think big, and createsomething new. Competitive salary and benefits. 100% self motivating work environment. No dress code .

9. TRAINING AND DEVELOPMENT AT AMAZON Amazon provides a good form of training programs for their employees. Amazon proides time to time training and development schemes for the oldand new employees ales there are two type of orientation programs in amazon PHO pre hire orientation) and NHO(new hire orientation) Employee hinng are on two basis on amazon one is contractual bass andanother in permanent basis Amazon is also very strict about the employers login hour a nd womensafety is the first priority of amazon The working environment is good in amazon .

10. Give a brief about the following The universalistic theory. The configurationally theory

11. UNIVERSALISTIC APPROACH Universalistic approach to Strategic HRM is the process of transforming traditional HR practices into a limited set of "correct" HR procedures and policies. • There is no single best way to manage human resources and strategy. The set of HR practices include: High levels of employment security, Selective hiring practices, A focus on teams and decentralized decision making, High pay levels, Extensive employee training and so on.

12. Universalistic Approach Universalistic approach states that ‘best practices’ in relation to a wide range of HR issues such as employee recruitment and selection, training and development employee motivation is equally applicable to each organisation regardless of the nature of unique aspects organisations might have.

13. CONFIGURATIONALLY APPROACH The Configurational approach to SHRM suggests that there are various configurations of HR practices that go hand- in-hand and, collectively improving the business performance. The effectiveness of HRM in enhancing a firm's competitive advantage depends on a set, or bundle, of HR practices rather than on any single HR program or policy.

14. CONFIGURATIONALLY APPROACH Configurational approach to SHRM “stresses the need for practices that are contingent with organisational circumstances, but in addition emphasizes the need for horizontal or internal fit” . To put is simply, configurational approach recognises the validity of ‘best practices’, but at the same time, accepts the importance of adjustment of HR policies with the overall organisational strategy.

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