Question

Describe a functional and a dedicated HR:

I. In a dedicated HR organization, headquarters HR is staffed with specialists who craft policies. HR generalists, who may be located within divisions or other locales, implement these policies, adapt them as needed, and interact with employees. This type of organization is often found in the least diversified, but not necessarily small, organizations.,
A functional HR structure allows organizations with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs. This is in some ways a "corporatized" HR, with an HR function at headquarters and separate HR functions located (or "embedded") in separate business units. Corporate HR articulates basic HR values, develops tools to be used by the organizational-level HR functions, and creates programs aimed at enhancing global literacy and leadership skills. The business unit HR staff develops local policies and practices.

II. In a functional HR organization, headquarters HR is staffed with specialists who craft policies. HR generalists, who may be located within divisions or other locales, implement these policies, adapt them as needed, and interact with employees. This type of organization is often found in the least diversified, but not necessarily small, organizations.,
A dedicated HR structure allows organizations with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs. This is in some ways a "corporatized" HR, with an HR function at headquarters and separate HR functions located (or "embedded") in separate business units. Corporate HR articulates basic HR values, develops tools to be used by the organizational-level HR functions, and creates programs aimed at enhancing global literacy and leadership skills. The business unit HR staff develops local policies and practices.

Answer 1

Organizations have adapted their HR structures to meet strategic needs, with functional and dedicated HR being the primary models. Functional HR involves a centralized team crafting overarching policies, while dedicated HR has specialists developing policies that are implemented by HR generalists locally. Modern trends show a shift towards flat, team-based structures.

Step-by-step explanation:

In the face of rapidly changing workplace dynamics due to technology, economics, globalization, and changing demographics, organizations have restructured to increase agility. One key aspect of this evolution is the structuring of human resource (HR) departments to better meet the strategic needs of businesses. The two main types of HR structures are the functional and dedicated HR models.

A functional HR structure features a central HR team at headquarters crafting policies and tools that articulate basic HR values and support global leadership and literacy. HR functions are also embedded in individual business units, tailoring policies and practices to local strategic needs.

Alternatively, a dedicated HR structure consists of specialists at headquarters formulating policies while HR generalists in various divisions or locations implement and adapt these guidelines, ensuring interaction with employees. This format typically appears in less diversified organizations.

Both structures aim to create efficient, fair, and professionalized human resources operations that can reduce bias and improve hiring processes and employee retention, fostering environments of expertise consistent with the organization's goals.

Modern trends indicate a shift from hierarchical bureaucracy to flat organizational structures that emphasize teamwork, a shift that highlights the importance of these HR strategies to support flexible, team-oriented work environments.