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                                            AHMER HASSAN



There are a
lot of things that can affect the choice of structure for an organization. The 5
factors are the most common:






·    Size:Larger organizations have more complex structure. Smaller
organisations like single retail or restaurant will have a simple structure. If
organization is very small it might even not have a structure. Here individuals
simply perform their jobs based on ability and needs. But with the growth it
becomes difficult to manage without formalized assignments and delegations. So large
organisations develop formal structures.

·    Life cycle: life cycle is a relation between
organisation size and age as organization age they become larger and changes
experience as it progress through its life cycle.

·    STRATEGY: The way organization positions
itself and its product in the market. Whether the company decides to be first
in the market with best products or produce a already existent product more efficiently
with cost effectiveness. Both the strategy requires structure, and the
structure must fit the strategy.

·    ENVIRONMENT: whether the environment is stable where
consumer demand remains consistent for a long time or dynamic where the desires
of customers are changing continuously. The environment have to be improved

·    TECHNOLOGY: for an organization to be successful,
right combination of technology and structure is compulsory. Continuous processes
work well in organic structures and mass production operations work best in
mechanistic structures.




Consulting Services (TCS) Organization: Tata Son Limited started its leadership in 1968 to address its
management issues  the effective use of
Tata Consultancy Services (TCS), a holding company, a holding company. In the 80’s
and 90’s, they invested heavily in research and development of their software
engineering practice. Tcs is committed to continually improving their quality
and processes in  growing environment.
The Tata Consulting Service organization maintains their  domain specific certifications . (GM), Ford
Motor Company, General Electric, Citibank, IBM, British Telecom, Lucent
Technologies, AXA Insurance and US utilities are included in their customer
list. Tata has pioneered a global delivery network that customers can view as  key differentiating factor. The year 2007-2008
is driven by excellence and  is evident
in  July 29 tcs , won the 2007 Tata
Group’s prestigious’ Sustainable Business Excellence.

The function
of human resource management system: organization’s installation, organizational structure,
organizational structure and hierarchy update Define classification and
hierarchy of employees and their access and set management access Level for
Approval: TCS confirmed the same .

and Change Tracking Process:  respect to recruitment, ads will be  appearing in newspapers and magazines . The
process includes applications processing, written tests, group discussions, and
update lists  campus recruitment, 71
service records with maintenance of employee benefits. Tracking changes for TCS
consist of salary amounts, allowances with claims processing,  and loans. also,  presence management system  tracks the sliding grilles,  presence registers are monitored with late
arrivals, exceeding, and data interface records and generates interface
report.  training modules, there is  track in terms of budget allocation, and internal
training programs, educational institutions, training requests, after exercisein
details and post training task assignments.


HR planning process: 
process of the staff in
TCS consists monitoring information  so
to help determine  employee’s performance,
management information reports with details to maintain a current employee
information and transmission.

Conclusion  TCS, the HR management function is a
system module that is called Human Resource Management System . This allows
HRMS to manage its promotions, escalations,  vacations, and more. This system also collects
reports on the periodic details for each employee and their effective use of
labor through the organization. In addition, 
functions of HRMS  include
organization setup with configuration, organizational structure  and update, employee classification with hierarchy
definition and maintenance, access ,authorization level settings.                                                                                       



Nike’s organizational structure reflects its
abilities and its limits of  business in
their operations.  company’s organizational
structure is their composition, system design applied on their interconnections
with  employees and divisions. In Nike’s
case, corporate structure highlights their need to address differences in
regional markets.  company has developed
its organizational structure to enable adjustments and dealing with market
differences. one of the leading players in the athletic footwear, Nike serves
an example of how a regional variations must be included in their business

Features of Nike’s
Organizational Structure

Nike has  geographic divisional organizational structure. Their
structure is based on their company’s needs in  global organization. following characteristics
should be noted in Nike’s organizational structure:

1.      Global corporate

2.      Semi-autonomous
geographic divisions

3.      Global divisions
for Converse and brand licensing

Global Corporate Leadership.their organizational structure have global corporate
leadership, that involves corporate managers. managers have offices in the company’s
headquarters in , USA. They decide for  global organizational structure .  example, the Global Sports Marketing group
released their new athletic shoe marketing campaigns  worldwide. this feature of their
organizational structure, decisions are easily implemented throughout their
company. following are the main global leadership groups headed by a President,
Executive Vice President,

Office of the President & CEO,

Nike Brand


Global Human Resources

Product and Merchandising

Administration and Legal

Global Sports Marketing


Semi-Autonomous Geographic Divisions. Geographic divisions are  major organizational structure characteristic
of Nike. The company’s operations is divided into segments based on the
regional markets. regional division’s managers optimize operations in the
regional sports shoes, apparel and equipment market. their organizational
structure has the following regional division:

North America

Western Europe

Central & Eastern Europe

Greater China


Emerging Markets

Global Divisions for Converse and Brand Licensing. their organizational structure  also has 2 global divisions: one for  Converse brand and another for the brand
licensing. One global division  is
responsible for managing worldwide operations of Converse, which is a footwear
brand and subsidiary of Nike . Another division is responsible for licensing
the Nike’s brand. The characteristic of the organizational structure offers a
control for the brand licensing and their operations of Converse.

Nike’s Organizational
Structure Advantages & Disadvantages

Nike’s organizational
structure’s support growth and stability. Global corporate leadership has the
advantage of facilitating control on entire organization. The advantage of the
semi-autonomous regional divisions is flexibility in satisfying regional
market-specific consumer preferences for Nike’s athletic shoes, apparel and
equipment. However, a disadvantage of Nike’s organizational structure is the
limited approach to managing the operations of Converse


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