Understanding Human Resource Management CAPCO

Question: What structure can be suitable for Capco and explain the reasons? How do the following listed factors influence employee motivation? Relate to Capco Answer: Introduction CAPCO is mainly a globalized consultancy of technology and business, which is based in Belgium. This company vastly focuses on six leading servicing segments such as banking, insurance, sponsoring, technology, capital marketplaces, risk, and acquiescence. The company has over 20 offices across Europe, North America, Africa and Asia and has personal over 2000 working at the outlets all over the world. That is a case study on the globalized consulting organization CAPCO. It is all about the companys suitable structure, inclined employee enthusiasm, management styles and HRM functions. These subjects are all related to The Capital Markets Company N.V. or CAPCO. Suitable structure of CAPCO and its reasons Company's structure is mainly based on the way the employees are connected to each other in the internal environment of the respective organization. Flat structure: That term also referred as a horizontal organization where there are very limited or nil levels at the connective level between the organization management executives and the staffs (Enelow and Kursmark 2003). Tall structure The Tall structure is an organizational construction which can also be referred as hierarchy structure as there are so many levels present in between executive managements and the employees (Tall structure lightning induced by sprite-producing discharges 2003). The levels may be like managers and those managers control their selected territory as small groups of stuff. In simple words, this is a complex structure. So, that is clear that CAPCO does fit with the tall structure as this company is much more flexible and like to modernize tactical culture. More likely CAPCO does rely on teamwork, not in the tall hierarchical construction and it is a flat communicative structure (Caldas and Soibelman 2003). The cause of this kind of construction of CAPCO apparently it's working process, where the employees like to solve the problems of the clients with unity. In this company the employees can express themselves freely as they are free to ask questions. More importantly, they can show their creativity and can suggest improvements as they live in a free internal environment in the workplace. Influencing the employee motivation related to Capco CAPCO believes in team work which helps the company to get best human resources. Employee motivation is a crucial part of marketing management as it helps the company to make a good profit in the global marketplace (Witzany 2000). The extent of control Extent of the control means some supporters a supervisor having on his side of the control. It's a human resource administration (Rosow 1988). There are some points which can affect the span of scrutiny of geographical dispersion, employee's ability, capability of the higher authorities to get the best out of the stuff, etc. Hierarchy That is a term which means like a ladder in an organization employee placement. That delivers a meaning like any stuff doesn't have a higher or lower position in the company. That way they are inspired to bring the best out of them at CAPCO. As CAPCO has many branches all over the global marketplace, the supervisor discovers it problematic to supervise each of the employees over the outlets. That may be called as smaller span control. Moreover, if the stuff are inspired and they take working initiatives by themselves then it is easy to supervise them, then it can be called as full span control (Reiterer and Ziegler 2006). Management styles of CAPCO and management influencing In the marketing management world, leadership style is a big issue as that can take a company to a higher level of profit by getting the best out of its employees. The leadership is mainly three types as below, Democratic management That style is matching with CAPCO where the manager takes part in the decision making and also allows the employees to give their opinion. Then the decision is finalized upon the majority. That is the best and useful way of leadership in the marketplace and also the one kind that CAPCO uses (Tracy 2014). Autocratic management This type of style points the supervisor is the one, and individual decision maker and the manager does not allow the employees to take part in decision making. Capco is not one of this type. Laissez-faire management In this type of control the supervisor takes his duty off, allowing the staff groups make the decisions for the company. So, the manager doesn't take part in the decision making. Therefore, it is also not the type of CAPCO. Influence management is where the specific stuff can have the freedom to influence their creativity and challenging senses in their workplace to solve the problems of the clients. Moreover, CAPCO uses it very properly in their creativity. HRM Functions relate to Capco HRM stands for Human Resource Management. That is a fragment of administrative management, where the manager should have the ability to control the area of marketplace under him. HRM functions include many creative roles like managerial function, advisory and operative function (Lussier and Hendon, 2013). Managerial function As the HRM is a part of the major management of a company, so the manager should be aware of the administrative skills. This section includes a function of an arrangement, shaping, leading and must know to control his employees for the company. Advisory function As the part of the company management the supervisor must be high on education and also be able to give training to the human resources. The supervisor should be able to expertise to area of the marketplace that he can give good ideas about the management to the higher authorities. Operative function This type of function contains materials like employment, compensation, development, maintenance and integration under the managed area of a manager. So, the supervisor must be able to handle this type of situations under his territory. Whereas CAPCO allows all its employees to think for the company future, so, automatically the managers are also capable of these things for the goodwill of the company. Conclusion and Recommendations The goal of a reputed company like CAPCO should be finding complex and tough solutions for its clients, and they are effectively good at this kind of situations. The higher authorities of the organization are so right that they can get the best out of the employees by treating them as valuable resources for the organization management. The company believes in open minded relation with the clients as they give its stuff full freedom to communicate with the ordinary people individually and socialize themselves. Moreover, the globalized company should have more outlets over the world and should recruit more eligible employees. CAPCO should concentrate more on the internet communication with its clients for the better goodwill of the company. References Caldas, C. and Soibelman, L. (2003). Automating hierarchical document classification for construction management information systems.Automation in Construction, 12(4), pp.395-406. Enelow, W. and Kursmark, L. (2003).Expert resumes for managers and executives. Indianapolis, IN: JIST Works. Lussier, R. and Hendon, J. (2013).Human resource management. Thousand Oaks: SAGE Publications. Reiterer, M. and Ziegler, F. (2006). Control of pedestrian-induced vibrations of long-span bridges.Structural Control and Health Monitoring, 13(6), pp.1003-1027. Rosow, J. (1988).The Global marketplace. New York: Facts on File. Tall structure lightning induced by sprite-producing discharges. (2003). Washington, D.C.: United States. Dept. of Defense. Tracy, B. (2014).Leadership. New York: American Management Association. Witzany, G. (2000).Life, the communicative structure. [Norderstedt]: G. Witzany.