The organizational structure of Engrotuš d.o.o. plays a crucial role in human resource management, especially during a period of ownership restructuring. The company has been facing uncertainty for over three years due to unsuccessful attempts to sell the business, which has led to a decline in trust in the management, reduced employee motivation, and workforce instability. Several managerial positions remain unfilled, and communication between management and employees is weak, resulting in confusion and a sense of exclusion among staff. The HRM function is not included in strategic planning but remains primarily administrative, lacking a developmental approach and long-term human resource vision. Employees frequently report unclear tasks, overlapping responsibilities, and insufficient support from leadership, which further deteriorates the organizational climate. Nevertheless, the company maintains basic business stability, pays wages, bonuses, and holiday allowances on time, and preserves its market presence, demonstrating a certain robustness of its business model. However, the analysis clearly shows that the current functional structure does not provide enough flexibility to effectively respond to change and support strategic development. The solution lies in strengthening strategic HRM, filling key management roles, improving internal communication, digitizing HR and operational processes, and establishing structured dialogue between management and employees. We can conclude that reorganization is essential for the long-term success of the company, greater employee motivation, and the preservation of organizational stability.
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