Will individuals have titles and, if so, which individuals? What will those titles be? 4. To whom will individuals report? Why? 5. What are the possible impacts of outsourcing the HR function? What are the pros and cons of doing so? Make a recommendation in your paper. If you decide to keep HR in house, make sure its place in your business structure is reflected in your organization chart.

Organization Structure and Design.You begin your research by formulating a number of questions, the answers to which will be reflected in a short paper that includes your
mission statement, organization chart, and your rationale for these recommendations.1. Sunburst’s primary goals are innovation and customer responsiveness. How should your mission statement articulate these goals?
How can this statement be drafted so that it is clear, concise, and meaningful to organization stakeholders?2. What key tasks must be accomplished in order to meet the organization’s goals? What individuals or groups will have responsibility
for delivering these processes or items?3. Will individuals have titles and, if so, which individuals? What will those titles be?4. To whom will individuals report? Why?5. What are the possible impacts of outsourcing the HR function? What are the pros and cons of doing so? Make a recommendation in
your paper. If you decide to keep HR in house, make sure its place in your business structure is reflected in your organization chart.6. Consider all other relevant factors (for example, will your business structure be functional, centralized, or decentralized,
etc.).When you have formulated your preliminary thoughts and questions, begin your research. The resources below are a good start, but you
should also conduct your own research to enhance your knowledge and the final product.When your research is complete, continue to the next step, in which you will write your short paper, which will include a mission
statement, organization chart, and summary of the rationale behind your decisions.
Blue highlights from above:Organization Structure and DesignThe structure of an organization plays a pivotal role in how everyday tasks are handled, in how resources are allocated, in employee
supervision and reporting, and in coordination amongst employees. It impacts employee behavior, demeanor, and psyche in ways that are
still being studied by theorists today. Organizational structure may play a role in employee motivation and even productivity.A primary factor in creating and managing a new business involves choosing the best organizational structure for it. Some types of
business are better suited for a clear hierarchical structure, while others are more apt to work within a flatter organizational
structure, with fewer or even no levels of authority. From time to time, a business may reorganize, as online shoe retailer Zappos did
when moving from a hierarchy to a flatter “holacracy.” There were reportedly mixed results spurring from this major shift in business
structure.As the Zappos case and others reveal, business structure plays an integral role in organizational success. Thus, one should clearly define
the initial organizational structure at the outset of starting a new business and monitor it through the business life cycle, tweaking it
and shifting it as necessary.Reference to use: ”Organizational Structure.” Encyclopedia of Management, 6th ed., Gale, 2009, pp. 665-672. Gale Virtual Reference Library,
http://link.galegroup.com.ezproxy.umuc.edu/apps/doc/CX3273100220/GVRL?u=umd_umuc&sid=GVRL&xid=fd86408c. Accessed 26 Feb. 2018.
Tyulkova, N. (2014). A Flexible Organizational Structure as a way of Knowledge Management in SMEs. Proceedings Of The International
Conference On Intellectual Capital, Knowledge Management & Organizational Learning, 549-557.Mission StatementIn the contemporary economic environment, businesses must often take on roles beyond those of mere profit centers. A well-crafted mission
statement assists in defining the role of a company by succinctly outlining its core purpose and values. All other organizational
documents, such as codes of conduct, should be created to support the mission statement of the organization. Once crafted, a mission
statement should play a role in employee training, advertising, and management. It is the core principle that states who (as a business)
we are, and what (as a business) we do.Reference: http://sk.sagepub.com.ezproxy.umuc.edu/reference/healthcaremanagement/n837.xml
Outsourcing the HR FunctionOutsourcing is a technique used by some companies in which they transfer or contract out certain work to external companies, typically in
an effort to save costs. Outsourcing the human resources (“HR”) function involves the transfer of the tasks usually performed internally
by human resources employees to external companies. Depending on the structure of the organization, the human resources office often
handles such matters as managing employee compensation and benefits, recruiting new employees, ensuring compliance with employee rights
and safety laws, overseeing employee relations, and often the provision of certain employee training.There are advantages and disadvantages associated with outsourcing the HR function. In addition to the potential cost savings, outsourcing
the HR function provides companies with a means of garnering expertise in the growingly complex areas of employee rights and employment
compliance without hiring additional staff. Outsourcing the HR function may also give companies, whether large or small, a layer of
protection from some lawsuits. By outsourcing, a company can more readily focus on its primary purpose and avoid potential distractions.Outsourcing the HR function, like any outsourcing, creates distance between the employees of a company and the outside contractors. This
distance may lead to a culture mismatch between the company and its contractor, delays in processing, and reliance on another company to
manage a critical function (i.e., loss of control). The best HR managers align their actions with the organization’s strategic goals. HR
managers typically have organizational and financial knowledge that comes from being a part of the company. Can the outside contractor
provide the necessary alignment with the company’s strategic interests? This outside contractor may or may not be as dedicated to making
process improvements as your own company is, and so, particularly when in a long-term contract, may not expend resources to improve the
quality of service.For multinational organizations, there are special challenges. Best HR practices may not transfer effectively between countries due to
cultural and institutional differences. Can the outside contractor adapt to local practices and customs while standardizing the best HR
practices across country borders?These, and other, advantages and disadvantages of outsourcing the HR function should be weighed carefully and discussed prior to action.
Final paper should:• Assemble a short paper that contains the following:o your mission statement of no more than one paragrapho your organization charto your rationale, no more than five pages (12 point type, double-spaced), for your chosen mission statement and organization
structure as displayed in your chart• Be sure to attribute any sources you use in the creation of any of the documents you submit.• Include a reference page in APA format citing any sources you used in your short paper.

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