The article addresses the specifics of human resource management (HRM) and the related challenges within structural organizations. The structural management model in Georgia is particularly common in both public institutions and private companies, where a clearly defined hierarchy and formal procedures determine human resource practices. The aim of the research is to examine the strengths and weaknesses of this system, especially in terms of employee motivation, labor productivity, and flexibility in decision-making. Methodologically, the article is based on contemporary scholarly literature, semi-structured interviews and observations, as well as practical examples from Georgian organizations (e.g., the administrative structure of Georgian Technical University, the Ministry of Energy and Infrastructure, and the organizational models of major commercial banks). The results indicate that HRM in structural organizations in Georgia is often based on traditional approaches, which hinders the introduction of innovative methods. The conclusion presents recommendations aimed at implementing effective motivation systems, adopting flexible management models, and promoting professional development of personnel.