Company Structure, Human Resources, and Market Analysis
The Structure of the Company
The structure of the company is constituted by all the human elements, tasks, command relationships, and coordination requirements. All jobs in a business are interrelated, either through vertical relationships between managers and subordinates (which in turn can be hierarchical or functional) or horizontal relationships between those at the same level. According to vertical relationships, we can distinguish different types of structures:
Hierarchical Structure
The hierarchical structure, also called line, is based on criteria of responsibility. It emphasizes hierarchy and establishes a unified command for each subject. Control orders flow down, and information flows up.
Functional Structure
The functional structure is a vertical relationship in which the subordinate has several command hierarchies. The dependency ratio is set by the function to develop, and thus leverages the expertise of its leaders.
Traditional, Authoritarian Model
This is a system based on the pillars of the hierarchy and authority of the chief, who undergoes disciplined subordinates. The features can be distinguished as follows:
- The decision belongs exclusively to the head, who, in their sole discretion, determines how much, how, who, and in what way.
- The address is one that seeks solutions to problems with the information available.
- It is based on the idea that subordinates lack identification with the company and are moved only by self-interest. Based on this suspicion, the employee does not incorporate the structure and objectives linked to it but ensures that it meets its mission through orders and adjusted authoritarian control.
- It allows subordinates to improve their position within the company structure through promotion, but the decision belongs to the discretion of the head.
Advantages
- Total corporate control.
- Control and motivation are always clear.
- Recruitment is not voluntary.
Disadvantages
- If you lack control, the worker does not perform the job.
- The worker does not identify with the objectives of the company.
- Workers do not feel well-treated and motivated.
The traditional management model aims to benefit the company, and these goals are communicated to employees, requiring their compliance. In modern models of management by objectives, the employee seeks to translate the general objectives of the company into terms of their own work, giving participation.
MBO Model
This model is based on confidence in the ability of workers and seeks a compromise on the goals or objectives to be achieved, which should be known and shared by all staff of the company.
Characteristics
- There must be constant information flow on the progress of the company and in the communities where it operates, through information, dialogue, training, and agreement on shared goals to achieve the established objectives.
- The progress in achieving the objectives is under constant review, and these should be subjected to criticism and constant adaptation between management and employees.
- Problem-solving is shared by the staff of the company.
- The effort of each employee to achieve their specific goal will help achieve the overall objectives of the company.
- Achieving them depends in part on the remuneration, which is variable, and that will stimulate and reward.
Advantages
- Stimulates the commitment of workers to the company.
- Promotes participation and information.
- Favors training.
Disadvantages
- A testing of employees is permanent.
- Provokes voltage to achieve the objectives.
- The race to achieve the objectives is constant and high.
- More and more employees who are not achieving the objectives are displaced.
The Selection of Human Resources for the Company
With the scientific selection of staff, the company tries to find those best suited to the tasks of the job that needs to be filled, according to the type of tasks to be repaid and the established management model. All people work to fill their needs and hope to get satisfaction from work (good pay, good environment, ability to climb, proximity to place of residence…), but in many cases, these expectations are not met. Then we say that the person works in disgust. Work dissatisfaction favors the onset of fatigue, premature aging, and occupational accidents, adverse events involving the worker also lower returns for the company. The proper selection of the staff of the company looks for people who feel at ease in their work and, therefore, work better and yield more. For that, it is necessary to take into account the physical and intellectual, psychological, and the temperament and personality.
Study of Market
Characteristics
- Of consumers and competition.
- Regulations affecting the product: environmental standards, security, government control over pricing, advertising rules, etc.
- Technological advances in production methods and the cost structure of providers.
- What we can supply all that the company needs to develop its productive activity.
- New business opportunities.
Stages
: defining objectives: determine which aspects in particular you want to analyze. DESIGN PLAN OF INVESTIGATION. Trying to determine which method to use the company to obtain information and further analysis. SEARCH FOR SOURCES OF INFORMATION. For our research we use internal company data (reports of departments, accounts, ideas submitted by employees, meetings …) or external data obtained on the Internet, specialized databases, surveys, statistics, journals, catalogs competitors … Depending on the source of information also differentiate between primary data obtained specifically for this research or take advantage of existing data (secondary data). COLLECTION OF INFORMATION. There are various techniques to obtain data, including leading the interviews, surveys, observation at the point of sale, experimenting with a consumer group, group dynamics for input … ANALYSIS OF THE INFORMATION. All information obtained must be analyzed and treated properly. Finally, those responsible for the market study must submit a report which shall state ordered all the data and conclusions. This report must be precise (only relevant information), reliable, objective and confidential. From this report, those responsible for the commercialcompany must take the necessary decisions. “PLAN OF MARKETING PLAN MARKETING defined as a document that describes the company’s business objectives, actions to be carried out by the company (product, price, distribution and communication) to achieve those objectives, resources required and timetable for carrying out these actions. step-fixation of the company’s business objectives: market share, sales level to reach the desired position. Analysis of the situation: analysis of the consumer, competition, general environment, internal company situation. The most useful tool for this analysis is a SWOT (strengths, weaknesses, threats, strengths and opportunities). Development of business strategy Þ MARKETING – MIX making decisions on four basic elements: product, price, distribution and promotion. Implementation of business strategy. Assessment and control. This is to verify whether they have achieved the business objectives they had set. In the event that the results achieved do not match the objectives, and will take appropriate corrective action.