I am a student of business administration! Can anyone help me with the organization structure study assignment?
My name is Vinod, a student pursuing BBA (Bachelor of Business Administration). There is a project assigned to me on the Organizational Structure Study, but I am confused about where and how to start. I am very serious about this study project to make it successful. I have also visited some companies, but the answer was negative. Can anyone help me out so I can start? Perhaps I have thought about online organizational structure study, but I am not sure and I do not possess any knowledge online. Please, can anyone help me with this!
From India, Hubli
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My name is Vinod, a student pursuing BBA (Bachelor of Business Administration). There is a project assigned to me on the Organizational Structure Study, but I am confused about where and how to start. I am very serious about this study project to make it successful. I have also visited some companies, but the answer was negative. Can anyone help me out so I can start? Perhaps I have thought about online organizational structure study, but I am not sure and I do not possess any knowledge online. Please, can anyone help me with this!
From India, Hubli
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Organisational Structuring and Strategic Management
Strategic HR Planning
•Organizational Structuring / Restructuring
•HR Process Improvement
•Change Management
•Talent Acquisition & Retention
•Designing Policies & Formats.
•Measuring Process Performance.
Organizational Structuring / Restructuring
•Align Organizations Objectives
•Decentralized Reporting & Flat Hierarchy Benchmarking
•Contribute To The Organizations Effectiveness And Efficiency
•Develop And Design Organizational Core Competencies
•Annual Cost Benchmarking Departmental Wise
HR Process Improvement
•Increasing Workforce Productivity
•Develop An Effective Orientation Program
•Organization Compensation Structuring In Respect To Market Rate, Level In The Organisation And Employee Tax Beneficial
•Analysing, Structuring And Standardizing Organization's Performance Management System
•Analysing And Implementing Organizations Training & Management Development Programs
•Better Time Office Management Techniques
•Employee Welfare & Engagement Program
•Career Development
Change Mangement
•Identify & Define Change Management Process & Practices
•Receive Change Requests
•Analysis Of Changes
•Plan For Implementation Of Changes
•Implement And Monitor The Changes; Back Out Changes If Necessary
•Predicting The ROI Of Change
•Evaluate And Report On Changes Implemented
•Modify Change Management Plan If Necessary
•Techniques To Empower People During Change Initiatives
•Monitoring And Managing The Risk
Talent Acquisition
•HR Workforce Analysis & Planning
•Manpower Planning Job Profiling
•Setting Departmental And Specific & Fix Employee KRA
•Teamwork Development
•Acquiring Key Talent & Lack Of Available Talent
•Talent Retention
•Building Leadership
•Capability Management
•Reward And Recognition
Designing Policies & Formats
•Policy Formulation & Analysis
•Determining The Objectives
•Assess Need For New Or Revised Policy
•Cost Benefit Analysis
•Risk Analysis
•Review Draft Policy
•Draft Layout For Policies & Formats (Forms & Letters)
Measuring process performance
•Measure Objectives Facts
•Focus On Variable
•Analysis Of Employment Satisfaction
•Data Collection Approach
•Select / Configure Appropriate Measurement Technique – Eg: MIS, Database, Surveys, Graphs, Charts, Checklist, Files, Forms, Etc.
• Determining Success Criteria & Kpi
•Change Of Approach & Attitude Towards Human Resources & Organization's Management
•Enables To Manage HR Function Efficiently And Effectively
•Proper Hr Planning Implementation For Audits
•Smart Sizing Of Organization, With Reduction In Attrition
•Rationalization Of Pay Structure
•Reduces Workforce Cost
•Better Formulation And Implementation Of Policy
•Adequate Focus And Commitment Of The Top Management Towards Change Program – Organization As Well As Employee Beneficial
•Drastically Reduced Need For Manual Interfaces
•Clear Defined Roles & Functions Of Departments
•Better Understanding Of Personal Kra’s, Resulting High Scores In Performance Of Employee And Organization
•Rise Of Employee Morale & Development Of Leadership Quality
•Develops A Strong Shared Vision, Leadership Support And Clear Communication Between The Management Of The Organization And Employees, Giving Rise To Success Lucent Policy.
•Measuring Of Process Implementation, Helps Making Progress With Process Maturity
From India, Mumbai
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148Strategic HR Planning
•Organizational Structuring / Restructuring
•HR Process Improvement
•Change Management
•Talent Acquisition & Retention
•Designing Policies & Formats.
•Measuring Process Performance.
Organizational Structuring / Restructuring
•Align Organizations Objectives
•Decentralized Reporting & Flat Hierarchy Benchmarking
•Contribute To The Organizations Effectiveness And Efficiency
•Develop And Design Organizational Core Competencies
•Annual Cost Benchmarking Departmental Wise
HR Process Improvement
•Increasing Workforce Productivity
•Develop An Effective Orientation Program
•Organization Compensation Structuring In Respect To Market Rate, Level In The Organisation And Employee Tax Beneficial
•Analysing, Structuring And Standardizing Organization's Performance Management System
•Analysing And Implementing Organizations Training & Management Development Programs
•Better Time Office Management Techniques
•Employee Welfare & Engagement Program
•Career Development
Change Mangement
•Identify & Define Change Management Process & Practices
•Receive Change Requests
•Analysis Of Changes
•Plan For Implementation Of Changes
•Implement And Monitor The Changes; Back Out Changes If Necessary
•Predicting The ROI Of Change
•Evaluate And Report On Changes Implemented
•Modify Change Management Plan If Necessary
•Techniques To Empower People During Change Initiatives
•Monitoring And Managing The Risk
Talent Acquisition
•HR Workforce Analysis & Planning
•Manpower Planning Job Profiling
•Setting Departmental And Specific & Fix Employee KRA
•Teamwork Development
•Acquiring Key Talent & Lack Of Available Talent
•Talent Retention
•Building Leadership
•Capability Management
•Reward And Recognition
Designing Policies & Formats
•Policy Formulation & Analysis
•Determining The Objectives
•Assess Need For New Or Revised Policy
•Cost Benefit Analysis
•Risk Analysis
•Review Draft Policy
•Draft Layout For Policies & Formats (Forms & Letters)
Measuring process performance
•Measure Objectives Facts
•Focus On Variable
•Analysis Of Employment Satisfaction
•Data Collection Approach
•Select / Configure Appropriate Measurement Technique – Eg: MIS, Database, Surveys, Graphs, Charts, Checklist, Files, Forms, Etc.
• Determining Success Criteria & Kpi
•Change Of Approach & Attitude Towards Human Resources & Organization's Management
•Enables To Manage HR Function Efficiently And Effectively
•Proper Hr Planning Implementation For Audits
•Smart Sizing Of Organization, With Reduction In Attrition
•Rationalization Of Pay Structure
•Reduces Workforce Cost
•Better Formulation And Implementation Of Policy
•Adequate Focus And Commitment Of The Top Management Towards Change Program – Organization As Well As Employee Beneficial
•Drastically Reduced Need For Manual Interfaces
•Clear Defined Roles & Functions Of Departments
•Better Understanding Of Personal Kra’s, Resulting High Scores In Performance Of Employee And Organization
•Rise Of Employee Morale & Development Of Leadership Quality
•Develops A Strong Shared Vision, Leadership Support And Clear Communication Between The Management Of The Organization And Employees, Giving Rise To Success Lucent Policy.
•Measuring Of Process Implementation, Helps Making Progress With Process Maturity
From India, Mumbai
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Dear Vinod,
As you are a BBA student, I will offer you some assistance. At that level, you are not required to contribute any new information to the knowledge base. It would suffice to demonstrate your command of the topic. Kindly read the material at http://prenhall.com <link fixed> and also review the materials in the following links at Google. For instance, Organizational Structure <link updated to site home> ([url=https://www.citehr.com//results.php?q=Organizational Structure]Search On Cite | [url=https://www.google.com/search?q=Organizational Structure]Search On Google])
Then, kindly pose some precise questions.
Thank you.
From United Kingdom
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As you are a BBA student, I will offer you some assistance. At that level, you are not required to contribute any new information to the knowledge base. It would suffice to demonstrate your command of the topic. Kindly read the material at http://prenhall.com <link fixed> and also review the materials in the following links at Google. For instance, Organizational Structure <link updated to site home> ([url=https://www.citehr.com//results.php?q=Organizational Structure]Search On Cite | [url=https://www.google.com/search?q=Organizational Structure]Search On Google])
Then, kindly pose some precise questions.
Thank you.
From United Kingdom
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Organization structure is a tree-like representation of the reporting linkages of the people in different departments. It starts at the top with the CEO and defines who his/her direct reports are. These could be the Functional Heads like CFO, COO, CTO, VP - Sales, VP - Marketing, VP - HR, VP - Admin, etc. The next level starts with the employees who, in turn, report to these functional heads. This reporting mechanism travels downward to the last person in each department. These reporting channels define the control function at different levels of an organizational structure. This type of structure is generally limited to the supervisory level of employees. The workers placed under each supervisor are shown in numbers pertaining to different trades (such as Machinists, Welders, Store persons, Crane Operators, Clerks, Data Entry Staff, etc.). The sum total of people in this tree-like chart indicates the authorized manpower of the organization.
Another approach to defining the organization structure is through 'Job Descriptions (JDs)'. This requires each Job Description to carry a discreet number that recognizes the functional area of the employee. For example, the Job Description Number of all employees recruited for the Admin function may commence with the letter 'A'. The remaining digits in the Job Description Number 'A - 11/2002' refer to the 11th job introduced in the year 2002. Any numbering scheme could be designed similarly to that for an inventory of materials. Now, each job position number should be linked to a higher-level job position number. This would define the default career path of an employee. The next could be the linkage to a Job Position Number to which each job position reports. This defines the reporting hierarchy and thus builds the organization's hierarchical structure.
I am not sure if as a BBA student, you can understand the JDs approach to developing an Org Structure, but this type of modeling is very useful to define the totality of an organization. HR Managers who have attempted this approach could use the data for recruitment, competency gap analysis, job enrichment, promotions, career planning, etc.
From India, Delhi
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Another approach to defining the organization structure is through 'Job Descriptions (JDs)'. This requires each Job Description to carry a discreet number that recognizes the functional area of the employee. For example, the Job Description Number of all employees recruited for the Admin function may commence with the letter 'A'. The remaining digits in the Job Description Number 'A - 11/2002' refer to the 11th job introduced in the year 2002. Any numbering scheme could be designed similarly to that for an inventory of materials. Now, each job position number should be linked to a higher-level job position number. This would define the default career path of an employee. The next could be the linkage to a Job Position Number to which each job position reports. This defines the reporting hierarchy and thus builds the organization's hierarchical structure.
I am not sure if as a BBA student, you can understand the JDs approach to developing an Org Structure, but this type of modeling is very useful to define the totality of an organization. HR Managers who have attempted this approach could use the data for recruitment, competency gap analysis, job enrichment, promotions, career planning, etc.
From India, Delhi
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An organizational structure consists of activities such as task allocation, coordination, and supervision, which are directed towards the achievement of organizational aims.[1] It can also be considered as the viewing glass or perspective through which individuals see their organization and its environment.[2]
Organizations are a variant of clustered entities. [citation needed] An organization can be structured in many different ways, depending on their objectives. The structure of an organization will determine the modes in which it operates and performs.
Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup, and individual. Organizational structure affects organizational action in two big ways. First, it provides the foundation on which standard operating procedures and routines rest. Second, it determines which individuals get to participate in which decision.
From India, Bangalore
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Organizations are a variant of clustered entities. [citation needed] An organization can be structured in many different ways, depending on their objectives. The structure of an organization will determine the modes in which it operates and performs.
Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup, and individual. Organizational structure affects organizational action in two big ways. First, it provides the foundation on which standard operating procedures and routines rest. Second, it determines which individuals get to participate in which decision.
From India, Bangalore
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