Emad Hamidavi - Graduate Student, Department of Executive Management, Ahvaz Branch, Islamic Azad University,Ahvaz, Iran.

This article studies the modular organizations and the role of human resource management in these organizations. Modular organizations areorganizations that take the advantages of the modular structure. This structure is a kind of post- bureaucratic structure that has been emergedto provide the extreme large organizations with more flexibility. In these organizations, all extraneous tasks are delegated to otherorganizations, but the strategic and productive works are carried out within the organization. Companies like Nissan, Toyota and Chrysler incar manufacturing, Nike and Reebok in the design and manufacture of sports shoes, Bombardier’s in intercontinental jet production, Dell andIBM companies in computer manufacturing are successful examples of these organizations. In this research, at first the definition of formalorganizations and their structures according to the Wagner’s classification, in ٢٠١٠, are described. Then, the modular organization isdefined, and the reasons for choosing a modular organization, the principles governing their design, advantages and disadvantages ofthese organizations and circumstances that can be used as modular organization, has been discussed. Then the role of HRM in this type oforganizations such as staffing tasks, hiring staff, training staff, utilities, employee performance evaluation methods, payment, compensation andreward systems, job analysis, determining the career of employees, the proceeding of conflicts, workplace safety and workers’ health areinvestigated. Finally, the effects of these organizations on global markets and industries has been studied and is suggested that nonindustrialsectors such as universities and hospitals can have more effective performances by using this approach

management, modular structure, modular organization, hrm tasks,economy, industry