The document discusses the structure of human resource departments in organizations. It provides examples of HR department structures for small organizations, large organizations, and Amazon specifically. For small organizations, the HR department typically has a director and managers for areas like training, administration, and labor relations. Large organizations have a more hierarchical structure headed by a vice president of HR, with separate managers for areas such as labor relations, training, safety, recruitment, and compensation. The summary describes the key roles and departments within Amazon's HR structure.

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 :
Human Resource
Director
Training and
Development Manager
Administrative Manager
Labour Relations
Manager

4. STRUCTURE
LARGE ORGANISATIONS
Vice President for
HR
Labour Relations
Manager
Training and
Development
Safety and Health
Manager
Recruitment
Manager
Manpower
planning Manager
Compensation
Manager

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 and
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.

15. Thankyou