The Impact of Organic Structure on HR Practices with Mediation Role of Learning Organization

Abstract

Today any organizational development is highly depending on the best fit structures and effectiveness of its human resources therefore defining the factors which have effect on organizational structure and HR Practices would be valuable in order to increase the competitive advantage of any organization. Any organizational development is mostly depending on the correct usage of organization’s human resources. The study aimed to investigate the organic, structure towards human resource practices when the learning organization mediates specifically in of fast food industry of Pakistan. Questionnaire tool was used for the sample of 200 staff working in different Fast Food Chains. For data evaluation, SPSS program and Correlation and Regression statistical tests has been used. Results Reveals that organic structure has significant relationship on HR Practices. Secondly the organic structure also having a significant impact on learning organization, thirdly learning organization has a significant impact on HR Practices and fourthly the impact of organic structure on HR Practices when the learning organization mediates in the relationship hospitality Services of Pakistan. It helps the organizations to understand the importance of learning organization, structure and adopt best HR Practices. Organic structure which is autocratic in nature is also effective, because workplace environment is very important for the employees. On other hand if employees get better opportunities to learn and grow within same organization they can be more committed to the organization for longer period and will remain more sincere and loyal with organizations’ objectives. The use of organizational structures is not known as much it should be. This study can be evaluated as useful information and guidance for Hospitality industry professionals regarding learning of organization and HR practices

Conceptual Principles of Learning Organization

“…Every employee takes part in formulating the company's strategy, which makes it possible to draw on their knowledge and experience and increases employees' personal involvement in its implementation. The decentralised structure of the learning organisation is expressed in the delegation of authority and responsibility according to roles within the organisation (Steinmann and Schreyogg, 1998;Hanif, Anwar, Hamid, 2018).…”