HR Matrix Structure
Compared with conventional organizational type structures that set employees within pretty inflexible reporting relations, the matrix organizational structure sets employees jointly by team or useful projects. This follows the natural flow of activities in the organization. How the processes are organized rather then categorizing the nature of the work. After all we all know the most activities and value add processes are multi functional. This is why the matrix structure makes perfect sense for agile operations.
The matrix structure in HR describes not simply reporting relations but in addition particular working relations which HR personnel plus management can have with business units external of the HR world.
A standard organizational structure chart lists the top of business in top middle place of graph and or chart and connects senior management to their reports. An organizational structure chart runs downhill and stops with the lower level of employees on the bottom of the organizational chart.
The chart demonstrating the HR matrix structure lists top management position in top middle or left part. The immediate reports come under the senior HR positions.
Part of HR function in smaller or big business would be to provide employees through support in management, relationships approaches, preparing for long run employee expansion plans, career planning, employee performance reviews as well as various employee benefits.
If the portion of your enterprise promises to enlarge the solutions and demands to examine if they should employ new workers, a matrix established hr office might allocate an HR employee to perform immediately with a division’s head.
At the same time, as the organization expands, certain regions of the company can have numerous employees go off-site or perhaps be in other town or state, which can expect you to allocate a chosen HR specialized to deal with employee relationships or benefits.
Like several other management structures, using the matrix structure within the HR function might be difficult as a result of clouding of reporting relations, time period limits, anticipations from business units external of the HR or even an elevated work load for human resource employees.
If the leader requires HR employee to do an activity above his or her expertise or asks for reports as well as studies that devote some time from her/his regular job tasks, issues among senior HR management personnel and executives can easily take place.
This is the weakness of matrix organizational structure when first implemented in your company. After a while the learning curve will help management learn as they go and the performance will improve drastically.
Prior to using the matrix structure in your business, analyze if the demand for such structure prevails. Clarify reporting relations and job anticipations to each management and nonexempt employees to stop possible disputes. Plainly locate the process of time management in addition to work focal points and illustrate all findings to all HR employees for a smooth organizational transition.