Geographic structure		Organizational structure that combines departmentalization by division and function to gain the benefits of both; results in some employees reporting to two managers rather than one, with neither manager assuming a superior role.
Matrix structure		Systematic and comprehensive evaluation of an organization’s HR policies, practices, procedures, and strategies.
Functional structure		HR structural alternative that allows organizations with different strategies in multiple units to apply HR expertise to each unit’s specific strategic needs.
Organizational development		Work groups that assist line units by providing specialized services, such as HR.
Chain of command		Process by which an organization contracts with third-party vendors to provide selected services/activities instead of hiring new employees.
Span of control		Organizational structure in which departments are defined by the services they contribute to the organization’s overall mission, such as marketing and sales, operations, and HR.
Departmentalization		Way an organization groups jobs to coordinate work.
Formalization		Arrangement in which an enterprise and a vendor share different tasks within a larger complex, often strategic responsibility.
Line units		Work groups that conduct the major business of an organization.
Product structure		HR structural alternative in which centers with specific areas of expertise develop HR policies in those areas; each unit can then select what it needs from a menu of these services.
Staff units		Organizational structure in which functional departments are grouped under major product divisions.
HR audit		Organizational structure in which geographic regions define the organizational chart.
Cosourcing		Process of enhancing the effectiveness and efficiency of an organization and the well-being of its members through planned interventions.
Functional HR		Refers to the extent to which rules, policies, and procedures govern the behavior of employees in an organization.
Center of excellence (COE)		HR structural alternative in which headquarters HR specialists craft policies and HR generalists located within divisions or other locales implement the policies, adapt them as needed, and interact with employees.
Outsourcing		Line of authority within an organization.
Dedicated HR		Refers to the number of individuals who report to a supervisor.
Shared services HR model		An organizational structure that leverages staff expertise in certain areas to improve the entire organization’s strategic performance.