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Every company has some organizational structures according to its needs. Some follow an autocratic leadership style for its benefits, while others prefer affiliate leaders or an organic organization style. A few organizations also opt for a matrix system to have a dual check on the processes. The project managers and functional managers work together and manage the teams. Besides functional and matrix systems, you may also choose from line organization, divisional organization, organic organizational structure, etc.

Here are all the types of project organization structures in a company.

What is a Project Management Organizational Structure?

Project management organizational structures refer to the leadership or organizational structures applied in a company. Each organizational structure gives authority and responsibilities to the employees and managers in a specific way. Businesses choose a project management organizational structure depending on their requirements. You may find four kinds of organizational structures or 8 types.

We have explained all eight types of organizational structures in an organization.

Types of Project Organization Structure

Functional Structure

The functional structure is the most common type of organizational structure. It includes different groups of people in the company based on their expertise and specialization. The functional structure reflects a centralized organizational approach. Such systems have a manager that oversees all the functions. The managers usually have authority over the tasks of the lower hierarchy. Common functional departments in such organizations may include human resources, sales, quality assurance, etc.

Divisional Structure

A divisional project organization structure is similar to a functional structure. However, it applies to more than one unit of the company. Each division is a separate functional unit that performs its task under its manager’s supervision. They might report to the same top-level hierarchy. One such example is setting up plants for a company in different countries. When multinational companies set up their plants in various countries, many departments multiply. For example, production units may exist in New York, Egypt, Spain, Nepal, etc., at the same time. While the head office could be in New York, the workers report to the head of the respective plant per hierarchy.

Line Structure

The line structure of the organization is well suited for companies with fewer employees. It is a suitable structure for businesses that emphasize crystal clear communication. It simplifies the hierarchy in the form of a line for easy delegation of tasks. Straightforward delegation of tasks enables quick performance and results. It also allows the employees to get in touch with their boss quickly for any confusion instead of waiting for approval from the top.

This kind of structure is often successful with very few problems. Let’s say a department has a manager as the head. An assistant manager works under the manager. The assistant manager manages the executives who oversee the performance of new officers. The officers can ask the assistant manager about any problem directly instead of waiting for the manager to give him time. It also takes less time for modifications due to simplified communication.

Line and Staff Organizational Structure

Unlike line organization, line and staff organizational structures are preferred in larger companies. It is a blend of the functional and line hierarchy systems. When both of them combine, the managers of the line system manage the employees under them. Each specialized functional group has its own manager. The managers of each group (HR, production, quality assurance, etc.) then report to their managers.

For example, the marketing department in a pharmaceutical organization has further sub-divisions like gynae, ortho, hepatic, etc. Each sub-team has a manager known as the segment head. All these segment heads eventually report to the marketing manager of their company.

Project Structure

The project structure is one of the most commonly used types of project organization structure. It is applied when the company wants to allow a project to a specific set of individuals. The management picks these employees from different departments and creates a team for the project. The project manager manages each team member to achieve the goal in time. The team members may or may not have the same role in the functional system. Project teams usually constitute people from various domains like marketing, software development, quality assurance, data management, etc. The project structure is less complicated compared to other complex systems like the matrix system.

Organic Structure

An organic structure is a decentralized organization system where the employees do not strictly follow a manager’s orders. The employees in such a system work together to achieve goals without pressure from the higher hierarchy. It is similar to the laissez-faire leadership system that allows innovation and flexibility. Project managers in such situations do not possess an authoritative power. Instead, they only provide a structure to work on.

Virtual Structure

Considering that technology has become an inevitable part of business, many companies are moving towards the virtual structure. The virtual organizational structure may be applied to the organization or some specific departments. It has a proper management system with defined roles. However, it does not restrict the employees from being physically present at the physical location.

One example is the work-from-home model during Covid-19. Many offices have not moved back to working from the office. Instead, they are making working from home more convenient. Another example includes selling your product to an international party without stepping out of your office. Many times you just log into Google Meet and market your product online. Virtual organizational structure has become a popular organization system today.

Matrix Structure

The matrix structure is a combination of functional and project organization systems. In such a type of project organization structure, the employees report to two managers at once. It is beneficial in a way that the project manager and supervision or functional manager are aware of the progress without communication barriers. It has cons as it can also sometimes be time-taking and confusing to make changes according to the feedback of both managers. An organization may have a weak, strong, or balanced matrix organization system depending on the authority of each manager.

Weak Matrix System

A weak matrix system does not give much authority to the project manager. Instead, the functional manager acts as the fundamental decision-maker in the company. The project manager does not report to the functional manager. The team members wait for the functional manager’s approval.

Strong Matrix System

A strong matrix organizational system is more inclined towards a project structure. It gives more authority to the project manager. He delegates tasks and provides feedback about the progress. The cross-functional staff works with dedication according to the instructions of the project manager.

Balanced Matrix System

As the name suggests, the balanced matrix system gives a balanced authority to both leaders. The functional manager takes the managerial role, and the project manager ensures the smooth functioning of processes.

The Bottom Line

Every organization follows a specific project organization structure per need. You may opt for a simple project structure or a functional structure. Or choose a matrix system that combines the authority of both managers. Other types of project organization structure include divisional structure, line structure, line and staff structure, organic structure, and virtual organization structure. The virtual system is gaining popularity as it enables managing the functions without the physical presence of the employees.

Among various organization structures, the matrix structure provides an expanded organizational approach. It is different from traditional leadership, where you only report to top management. It enables a flow of accurate information horizontally and vertically. Employees in a matrix structure organization report to the functional manager and project manager/leader.

It connects the managers directly to the employees of each department. However, the matrix structure prolongs decision-making, and the managerial roles are not clear. Sometimes, there could be disagreements between managers leading to a disturbed environment.

Let’s tell you all the disadvantages of the matrix structure.

Lack of Role Clarity

Having a complex organizational structure can lead to leadership confusion within the company. The team members may not be clear about the power of each leader in decision-making. New members of a project or team may not understand the nature of reporting to each manager. The power dynamics depend on the type of matrix structure in the company. Yet, the managers still might not be satisfied and want the other’s final take.

The lack of role clarity is also present among the team members. Employees from different departments working together as a team may not be sure of their role in the project. They might perform the same duties as their departmental roles. Though, the project roles are often varied compared to the departmental role. It is important to inform the workers about their contribution to the project.

Conflict Between Managers

Each hierarchy in an organization works according to its priorities and goals. As the project and functional managers have different long-term goals, they work accordingly. Let’s say the production department manager is concerned about the overall weekly production. On the other hand, the project manager might focus more on particular products essential for the project.

This difference in goals and opinions can lead to disagreement, confusing the employees. The employees may also feel free to do whatever they want in such situations. The situation of conflict between managers can be highly harmful to the company. The lack of role clarity also sometimes makes it difficult to consider the final decision.

Slow Decision Making

Slowed-down decision-making is quite a prominent disadvantage of a matrix structure. The process is automatically slowed when you have to wait for the final call from both managers. One of the good aspects of this organization is that the team members from each department are in direct contact with the managers. Yet it is also a major con. When the managers get updates about each step, they want to change their way. This tug-of-war between them delays the process and is accompanied by multiple changes.

Overload

As mentioned above, reporting to two managers means working according to two instructions. One of the managers might be satisfied with the task, while the other might require changes. It can lead to overload caused by double roles and frequent modifications.

Employees May Act as Managers

This might sound unrealistic, but it is quite common in companies where everyone does not report to one manager. The division of power and conflicts among managers might empower the employees to take over job roles. Some employees might start acting as managers or other team members. They dictate tasks and distribute roles regarding the project. It may also be a plan by some of the employees to take over the job duty.

Unsuitable for the Long Term

The matrix structure is a flexible organizational structure. It is a good choice in ensuring the performance of the employees and efficient working. The matrix structure is suitable for short-term projects. But, it is not a preferable option for short-term projects.

Costly

The matrix system is a costly organizational structure for the company. It requires two competent and more experienced managers to oversee the process adequately. This structure requires more resources to ensure smooth working. Matrix structure requires you to hire more employees if needed for the projects. The company might also have to keep some employees who are not needed at the moment. They could be of use in other projects. Thus, adding to the overall cost.

Chance of Failure

If your employees are not used to working in a complex hierarchy, the matrix system might not be the best choice. It can fail despite spending more resources if not managed properly. The confusion between the employees regarding job roles can lead to some of them acting as managers. The functional and project managers may feel left out and not find the structure satisfactory. It can also lead to the loss of clients when the managers and employees within the team disagree.

The Bottom Line

The matrix system is a modern organizational structure. It comes with a few advantages. However, the disadvantages of the matrix system cannot be ignored either. Sometimes it does not clarify roles within the team, leading to discontentment. The employees might try to walk over each other to show their better performance. Disagreements between managers can also cause issues within the team. Moreover, this system is costly, unsuitable for the long term, and might not be a success in every organization.

Did your boss not appreciate your idea? Or did he talk rudely? Or did you not get the expected appraisal? It’s the same tale at most workplaces.

It often happens that we are unhappy with our workplace. Sometimes your boss might not appreciate your hard work. On other occasions, they might insult you in front of other colleagues for a minor mistake. These behaviors in an organization can lead to disappointment among employees.

Yet, if you wonder if you are the only one, you are not.

Continuous rejection of suggestions, negative feedback on work, and no progress at work make employees disappointed. Sadly, we learn theoretical knowledge in college, but no one tells us how to deal with disappointment at work.

Let us tell you how you can deal with such feelings at your workplace and avoid professional damage.

What is Disappointment?

Cambridge dictionary defines disappointment as “the unhappiness or discouragement that results when your hopes or expectations have not been satisfied, or someone or something that is not as good as you had hoped or expected.”

Disappointment is not among the six basic human emotions (fear, anger, joy, sadness, disgust, and surprise). Instead, it is a more complex emotion that arises when the emotions cycle through each other and expand. It is among the complex forms of sadness.

In simple words, disappointment is the feeling that expresses your sadness when the reality is not up to what you expected.

Is it ok to Feel Disappointed?

It is human nature to think about situations and expect a particular outcome. As disappointment occurs when the reality and expectations don’t match, it’s ok to feel so. However, it does not mean to keep feeling disappointed. Experiencing emotions is normal. Yet, it would help if you work to eliminate sadness and disappointment from life by addressing the issue and moving on.

How to Deal with Disappointment at Work

If you are disappointed in your boss or teammates for a long time, it may result in resentment. Thus, it is important to deal with disappointment at work timely. Here’s how you can handle disappointment at your office using emotional intelligence.

Do Not Hide

Workplaces now understand the importance of mental health more than ever. They realize how important it is for every employee to be in good mental health. Gone are the days when you had to bottle up your feelings to explode one day. If you are not happy about the affairs at your workplace, do not act like everything is ok. Most people cannot hide their anger or disappointment, and it shows on their faces.

So when someone comes to you asking why you are upset, tell them. Communicate with your boss directly if possible or convey it to the Human Resource Department. Denying it will make it difficult for you when you wish to talk about the problem later.

Vent

Venting is an excellent method to get everything out of your system and focus better on work. Besides telling someone on asking, you must not hesitate to vent to a dear friend. Make sure that you do not discuss with a coworker who might use your emotions against you. Look for a person who can give you insights into the matter without defying your feelings. Discussing with another person enables thinking from a different perspective and understanding aspects you might not have considered. You may also find better solutions to the situation.

Do Not Lash Out

Do you know why we mentioned conveying your emotions to your boss or HR instead of keeping to yourself? Let us tell you.

When you are disappointed at the workplace, you feel bad about almost everyone around you. Sometimes a person with no intention of hurting you might seem like they also do not value your input. Accept the differences at work without being disrespectful to the news bearer. Do not be upset at the coworker who comes to inform you of a project rejection. Attacking or belittling the other person will cause nothing but more mental stress. Try to be more composed at the workplace and express your disappointment professionally to the concerned people.

Avoid Hurried Decisions

If you have thought of resigning because you feel disappointed at work, we do not blame you.

We often tend to make hurried decisions when feeling angry, upset, or disappointed. That’s the worse you can do!

Remember not to make any immediate decisions when overwhelmed. The sudden rush of hormones causes you to make decisions you might regret later. It might seem like the best option to leave the job and end it all at once. Yet, do not rush to make such significant decisions without communicating your thoughts. At least try once to sort it out before signing the resignation.

Contemplate Recent Events

Have you wondered if your boss might be disappointed in you as well? We often do not realize how our actions affect the other person’s behavior. While you feel dejected, your managers might think you do not take work seriously. Take your time to understand what happened in the past days causing these problems. You might initially think that you are giving your best. Yet, there could be loopholes in your working processes. Reflect on your performance in the previous weeks to address the issue.

Get Over it

Now that you have vented out, communicated to your boss, and reflected on past events, it’s time to get over it. It might not be a one-day process for everyone. Take some time but do not build further resentment. Socialize with your coworkers, and they might also tell you if they share the same feelings. You can work together to help each other get these emotions out of your mind.

Plan Further

As it goes, “Life is 10 percent what happens to you and 90 percent how you react to it.”

Strategize and plan your next steps to solve the issue. If you have not worked as well as you should have, improve your productivity and skills. Or have a detailed conversation with your manager if he understands how you feel. Do not let the overwhelming emotions get onto you and disrespect anyone.

The Bottom Line

Being disappointed with your office management is quite natural. Yet, you must know how to deal with disappointment at work gracefully. Talk to a friend, communicate your feelings to your manager and review your performance. Make sure not to disrespect anyone or make critical decisions suddenly. Lastly, but importantly, get over it gradually. Prolonged disappointment can lead to resentment and amplify issues within your workplace.

Most organizations follow autocratic leadership as it makes decision-making easier. The leader is accountable for any problems as he is the final decision-maker. It allows better accountability and reduces the risk of mistakes by new employees. While many people might not like autocratic leadership because of its authoritarian style, sometimes it is inevitable. Every leadership style comes with some pros and cons for the organization, leaders, and workers. Let’s tell you about the advantages of an autocratic leader in a company.

What is an Autocratic Leader?

An autocratic leadership style is authoritarian, where the leader gives instructions and makes decisions. Unlike laissez-faire leadership, this kind of leadership style does not give power to the employees. All the subordinates and workers wait for instructions from the manager and act upon them. The leader has high control and supervision over the employees to make steady work possible. The employees are expected to work according to the instructions without innovation. This style of leadership is also known as the leader-centered leadership style.

Advantages of an Autocratic Leader

Quick Decisions

An autocratic leadership enables quick decisions within the organization. The workers in an organization with such leadership do not have to inform any administration levels. Instead of various leaders in the organization system, the subordinates report to only one leader. This reduces the time of going through a long hierarchical process of waiting for multiple approvals.

Improved Communication

When there are fewer people to take instructions from, the communication between different people in an organization improves drastically. Autocratic leadership allows one-way communication to avoid such issues. Autocratic leaders convey the details to their workers instead of at different levels. It avoids the alteration of information through various means.

Efficient Crisis Handling

It is common for problems to arise in an organization. However, it is vital to find the best way to combat the crisis. An autocratic leader is experienced in his leadership tactics and knows to handle such situations efficiently. They can propose better solutions as they are the only ones handling the issues. Their experience allows them to make autocratic leadership advantageous during crises.

Improves Productivity

This structure of leadership improves productivity within the organization. Under such leadership, the workers perform more efficiently and deliver their tasks on time. Better communication and timely delivery of the tasks positively impact the company’s working atmosphere.

Focused Targets

Autocratic leaders give proper and focused targets to the team to achieve. Open communication allows the team members to work their best and perform well. They work towards a combined goal by following the leader’s instructions to produce desired results. It is one of the most efficient ways to achieve targets in less time.

Reduces Employee Stress

An autocratic leader is responsible for the decisions in a department or organization. The employees do not have to worry about making challenging decisions. The workers are not expected to put their input into solving problems. The leaders take accountability for their team’s actions in front of the higher hierarchy. Reducing employee stress is one of the most critical advantages of an autocratic leader.

Professional Growth

While some leaders do not guide their teams, an autocratic leader does not only guide their team but also gives proper instructions. The thorough instructions by the leader enable the employees to learn through their experience. This leadership works well when the management does not have a lot of time for a particular project. So, instead of following a matrix structure of an organization or giving independence to team members, this method of leadership is preferred.

Easy to Adapt

This leadership style is easy to adapt and has been followed for many decades. It is an orthodox leadership style, yet an excellent choice to get work done on time. It does not require much training like modern leadership techniques. Autocratic leadership is easy to adapt and makes your workers follow your lead.

The Bottom Line

Autocratic leadership is an authoritative orthodox leadership style. Autocratic leaders pass on instructions to their subordinates and make decisions. While it does not allow room for innovation, it has its pros and cons. The advantages of an autocratic leader include easy communications, quick decisions, focused targets, easy adaptation, and reduced employee stress. It is best for tasks and projects where you are short on time for modern leadership model implementation.

While every leader works to bring out the best in their team, each leadership role is different. Most leaders push their team through strict deadlines and instructions. Alternatively, some empower their team by welcoming their suggestions.

The Laissez-Faire Leadership model, also known as the Free-rein Leadership Style allows the workers to work more efficiently considering their reliance and trust in them. Such leaders guide their team members and give them the power to make decisions. However, it also has some disadvantages. Let’s tell you about Laissez-Faire leadership’s advantages and disadvantages in depth.

What is Laissez Faire Leadership?

The term Laissez-Faire literally translates to “let it go” or “let it be.” So, the Laissez-Faire leadership style focuses on letting go. It refers to letting go of the responsibilities and power as a leader. The managers do not get too involved in the tasks and allow their employees to use their creativity and experience. Such leaders are confident in the skills of their employees. They offer to lead their team by enabling them to give their input. Free-rein Leadership Style leaders provide guidance and take responsibility for their team’s tasks. Yet, many times the managers do not guide their workers properly, leading to issues within the team.

Characteristics of Laissez Faire Leadership

Some of the basic characteristics of Laissez-Faire Leadership include

• More input from the teammates
• Enabling employees to make decisions
• Access to tools and resources
• Guidance from the leaders
• Leaders taking responsibility for their team’s actions

Laissez Faire Leadership Advantages

Encourages Personal Growth

When working with Laissez-Faire leaders, the teammates get to move forward in their profession more efficiently. Laissez-Faire Leadership allows the employees to experience the processes first-hand. The workers gain more skills by understanding the processes and working on them directly without managerial pressure.

Creates More Leaders

Giving people an opportunity to work on their own enables the employees to gain leadership skills. Many members of the team work together towards one objective. This combined input brings out the potential in each person. Some of them come up as leaders who guide and help the rest of the team. Free-rein Leadership Style has the potential to climb up the ladder to gain managerial-level positions.

Offers Independence

One thing a workplace must teach you is independence and decision-making. It is one of the most noticeable laissez-faire leadership advantages. This leadership model pushes the teammates to give their suggestions and make decisions where needed. Many people in such arrangements like to work on their own, and the absence of pressure from their seniors gives them that working space. They can work on their own, learn better, and excel in their career.

Encourages Innovation

Typically managers and leaders are the final decision-makers in a centralized organization system. Thus, the working style of a department remains the same throughout the years. Yet, when Laissez-Faire leaders encourage the employees to think creatively, they come up with many innovative ideas for the company. These suggestions may sometimes prove highly beneficial for the organization.

Enables Quick Decision Making

Another Free-rein Leadership Style advantage is how it facilitates quick decisions. This leadership model does not only offer independence and decision–making powers to the workers. It also makes sure everything runs smoothly and quickly within the company through faster decision-making. The absence of micromanagement in the Laissez-Faire management system eradicates the need for approvals.

Provides Job Satisfaction

It is no news that people get tired of their bosses bossing around. Reports show that 82% of workers would consider quitting their jobs because of a bad manager. One of the best laissez-faire leadership advantages is that it makes the employees love their workplace. It instills a sense of ownership in the people, and they work towards company success wholeheartedly.

The disadvantage of Laissez-faire Leadership

Lack Of Leadership Role

Laissez-Faire Leadership is considered a passive leadership approach as it enables the team members to act as leaders. It fails to designate the role of the decision-maker to one person. Sometimes, the employees might not be sure of their role in the team and not use their abilities to the best. Often the decisions may not be the most suitable either.

No Guidance

Typically, the managers managers of a Free-rein Leadership Style do not guide new teammates, unlike functional, project, or matrix organizational systems. The lack of guidance may allow older employees to manipulate the new ones into their choice of tasks.

Low Accountability

Laissez-Faire management enables the employees to make decisions without waiting for the manager’s approval. While it speeds up the process, it also increases the chances of mistakes. As the new people in the team are sometimes not given proper guidance, they do not hold themselves accountable for the wrong decisions. The lack of accountability affects the morale of other team members.

Isolation Within Team

This structure also brings along some disadvantages of laissez-faire leadership. When each team member is allowed to work within their comfort zone, they might prefer working individually. They may get habitual to working on their own terms and not want to work cohesively with the team when needed.

Leadership Abuse

At times, the employees do not use this leadership structure to their benefit. Instead, they abuse leadership which is the worst laissez-faire leadership disadvantage. In such situations, the leaders do not supervise and motivate the employees. Meanwhile, the team members also do not feel like putting effort when they are not acknowledged.

How to Improve Laissez-Faire Leadership?

Laissez-faire leadership is an excellent leadership model if implemented correctly. Here are a few tips to improve the implementation of laissez-faire leadership in your organization.

• Motivate your team members and acknowledge their efforts.
• Keep an eye on the activity of the employees and give feedback.
• Guide newcomers to help them understand their role better.
• Offer incentives to deserving employees based on their performance.

The Bottom Line

Laissez-Faire Leadership is perfect if your company prefers flexible, growth-oriented organizational structures. It allows your employees to work independently, make decisions, gain leadership skills and enjoy what they do. However, Laissez Faire Leadership or Free-rein Leadership Advantages And Disadvantages go hand in hand. A few cons of this leadership format include the lack of leadership and role clarity, lack of accountability, and abuse of leadership by the managers. It is best to weigh the advantages and disadvantages of Laissez-Faire Leadership before implementing it in your company.

Loyal and hardworking employees are the asset of and company. But, how do find and retain them?

Employees are the most important part of a company’s production and management. Your organization can become one of the best if the employees take pride in working for the company. It is made possible by recruiting the right kind of people in the right amount at the right time. This is called Human Resource Planning HRP. HRP allows you to have a steady supply of employees or workers per need, which is why HRP is important.

What is Human Resource Planning?

Human resource planning is the implementation of “demand and supply” rules for human resources. It means forecasting the need for employees in the future. HR may either hire new people for a particular role or expand the working horizon of the existing employees. HRP also enables the company to achieve objectives in time successfully by making the best use of available human resources. It is also known as workforce planning.

Human resource planning begins with the assessment and auditing of the human resource in the company. The Human Resource department makes changes in the workforce according to the company’s needs. It may involve promotions, new hirings or say goodbye to some old employees. HRP is essential for the long term to provide adequate solutions in times of crisis.

Challenges of Human Resource Planning

Human resource planning involves planning the incoming and outgoing employees to ensure you have enough people at one time. While it seems simple, it is not so. HRP involves several challenges like:

• Employees often make sudden decisions about moving to another place. Respecting their decision is HR’s job. The challenge arises when you have to substitute another person within the available time frame.
• Finding the right employees is another major problem in HRP. Recruitment is a tough process as you have to be very careful and choose the most appropriate person for the particular role.
• Human resource planning also involves retaining the right employees for a long time. So, HR also has to motivate and plan how to retain the employees by giving them appreciation, increments, and other benefits.

Importance of Human Resource Planning

Utilization of Manforce

Human Resource Planning enables HR to utilize the available human resources in the best possible way. You can shift, add or remove roles from a personnel’s job description to improve efficiency and productivity. It is essential to make changes in the company in the sudden absence of an employee to ensure the product does not suffer.

Future Workforce Needs

Human resource planning does not only allow you to make the best of the present manforce but also to analyze future workforce needs. It saves your company from a sudden employee crisis when an important worker goes on leave. Thus, HR can start the recruitment process before the 11th hour to find the most suitable candidate.

Recruitment of Suitable Employees

As mentioned above, human resource planning is essential for recruiting suitable employees. HRP allows you to understand the human resource inventory and look for the right people at the right time. If you do not analyze and access the present workforce situations, you might have to recruit personnel in haste.

Training and Workshops

The human resource department’s job is not restricted to generating a job post and interviewing a candidate only. They ensure a smooth onboarding and work to provide the best opportunities to their employees. You may add workshops and training sessions to develop your employees’ soft and hard skills. The importance of HRP also lies in the fact that it helps them perform better and become an efficient part of the department.

Adaptation to Change

Human resource planning is critical to cope with the change resulting from external factors. It helps you suit your organization’s work to changing political, social, or economic changes. You can reduce the impact of the socio-economic and political changes by assessing and making changes in your organization accordingly.

Risk Management

Having a plan is an excellent way to reduce risk. Similarly, human resource planning also saves you from potential damage by lacking resources or recruiting too many people for the company. HRP lets you create the best plan for your organization’s welfare. It also saves you from the reputational risk that may occur due to a lack of resources within the company.

The Bottom Line

Human resource planning allows a company to perform its best without being influenced by external factors. The HR department recruits the right people in the right number at the right time for the smooth running of company operations. HRP is highly important for any organization that wants to stay at the top of its game. Ignoring the importance of HRP can cause functional issues.

FAQs

What are the features of human resource planning?

The objectives and features of human resource planning include adjusting the demand and supply network, keeping manforce inventory, determining human resource reeds, and creating a proper work environment.

How many types of human resource planning are there?

Human resource planning is of various types. The most important three types of HRP are tactical, operational, and strategic planning. Strategic planning is the most common one in companies nowadays.

What are the 5 steps in human resource planning?

The five crucial steps in human resource planning are analyzing organizational objectives, keeping an inventory, assessing supply and demand, matching the supply per demand, and creating an action plan.