Hi friends,
Is it appropriate for one person to work under two different designations in the same company irrespective of the department?
Now, this particular person in our company is handling responsibilities in two different departments, i.e., Assistant to the Chairman of the company and Commercial Officer.
Please provide your view on this subject.
Warm Regards,
Fay
From Kuwait
3Is it appropriate for one person to work under two different designations in the same company irrespective of the department?
Now, this particular person in our company is handling responsibilities in two different departments, i.e., Assistant to the Chairman of the company and Commercial Officer.
Please provide your view on this subject.
Warm Regards,
Fay
From Kuwait
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Well, I don't agree with you, and hence I have raised this query. If the person is capable, fine, but what about the others who are equally smart enough? Don't you think they should be given a chance?
Regards,
Fay
From Kuwait
Regards,
Fay
From Kuwait
Hi, In my view, if the person is competent to perform both the tasks, then it should not be a problem with the designatons.
From India, Mumbai
From India, Mumbai
This means there are companies having these type of designations? Can u guys give me some examples?
From Kuwait
From Kuwait
Hello,
Interesting question!
Of course, companies can do what they like. But that is NOT the question. Should the company decide to assign more than one function to the same individual? The answer will now depend upon the following factors:
1. Are the two functions aligned in the sense that there is a possibility of conflict of functional interests?
2. Are the two functions placed at different levels in the organizational hierarchy where the authority structures could upset the performance of either of them or even of the other related functions?
3. Is the individual in possession of necessary knowledge, skills, experience, and professional maturity?
4. What is so very important that the organization needs to ask the same individual to perform two dissimilar functions and be accountable for both?
In the example in your post, it is WRONG to ask the Executive Assistant to the Chairman to also be responsible for the commercial function as the proximity to the highest authority of the organization could send out "different" signals to other members of the organization and ultimately confuse the total performance. I am NOT saying that this shall happen. I am rather saying that there is a great possibility of this happening even if the incumbent does not misuse his peculiar position, and believe me, if he does, the organization will soon be sorry for this unusual decision of asking him to hold two functions.
But to analyze your proposition, a sound rationale supporting such a decision may change the response as different facts could even justify such a decision. But by and large, I recommend avoiding this kind of a situation in any organization.
Even when one grows out of the job of "Executive Assistant to Chairman" and handles an exclusive portfolio, he often finds others treating him "differently". This could complicate his performance too!
Your views please.
Regards,
Samvedan
June 26, 2008
---
Hi friends,
Is it appropriate for one person to work under two different designations in the same company irrespective of the department?
Now this particular person in our company is handling responsibilities in two different departments, i.e., Executive Assistant to the Chairman of the company & Commercial Officer. Please provide your view on this subject.
Warm Regards,
Fay
From India, Pune
Interesting question!
Of course, companies can do what they like. But that is NOT the question. Should the company decide to assign more than one function to the same individual? The answer will now depend upon the following factors:
1. Are the two functions aligned in the sense that there is a possibility of conflict of functional interests?
2. Are the two functions placed at different levels in the organizational hierarchy where the authority structures could upset the performance of either of them or even of the other related functions?
3. Is the individual in possession of necessary knowledge, skills, experience, and professional maturity?
4. What is so very important that the organization needs to ask the same individual to perform two dissimilar functions and be accountable for both?
In the example in your post, it is WRONG to ask the Executive Assistant to the Chairman to also be responsible for the commercial function as the proximity to the highest authority of the organization could send out "different" signals to other members of the organization and ultimately confuse the total performance. I am NOT saying that this shall happen. I am rather saying that there is a great possibility of this happening even if the incumbent does not misuse his peculiar position, and believe me, if he does, the organization will soon be sorry for this unusual decision of asking him to hold two functions.
But to analyze your proposition, a sound rationale supporting such a decision may change the response as different facts could even justify such a decision. But by and large, I recommend avoiding this kind of a situation in any organization.
Even when one grows out of the job of "Executive Assistant to Chairman" and handles an exclusive portfolio, he often finds others treating him "differently". This could complicate his performance too!
Your views please.
Regards,
Samvedan
June 26, 2008
---
Hi friends,
Is it appropriate for one person to work under two different designations in the same company irrespective of the department?
Now this particular person in our company is handling responsibilities in two different departments, i.e., Executive Assistant to the Chairman of the company & Commercial Officer. Please provide your view on this subject.
Warm Regards,
Fay
From India, Pune
Hi,
I agree with Sujata and Shiv; it all depends upon the capability of the employee and other related factors. I presume the designation shouldn't matter at all unless the organization is benefiting. What is important is the learning and growth of both the organization and the individual.
From India, Hyderabad
I agree with Sujata and Shiv; it all depends upon the capability of the employee and other related factors. I presume the designation shouldn't matter at all unless the organization is benefiting. What is important is the learning and growth of both the organization and the individual.
From India, Hyderabad
I think there are a couple of things you need to answer and consider:
1) Are both of these designations mentioned in the offer letter of the person?
2) Since how long has this person been working in these roles?
There is a high possibility that this is a temporary arrangement made by the organization. In some companies, the HR Manager is also asked to take on the responsibilities of Administration or Facility Management; in other small companies, the CFO or Finance Head is asked to take care of the HR Department as well. Some companies appoint the same person as Chairman and Managing Director. I think what matters is the size of the company and its financial status. Do not stress about it.
Have a great weekend.
Thanks and Regards,
Sanjeev
From India, Mumbai
1) Are both of these designations mentioned in the offer letter of the person?
2) Since how long has this person been working in these roles?
There is a high possibility that this is a temporary arrangement made by the organization. In some companies, the HR Manager is also asked to take on the responsibilities of Administration or Facility Management; in other small companies, the CFO or Finance Head is asked to take care of the HR Department as well. Some companies appoint the same person as Chairman and Managing Director. I think what matters is the size of the company and its financial status. Do not stress about it.
Have a great weekend.
Thanks and Regards,
Sanjeev
From India, Mumbai
This kind of ARRANGEMENTS is more likely to be seen in small companies where a person is not fully occupied in their core job, hence tends to job enlargement. But at the same time, if the same person is asked to play two different roles, then the need to identify if there is any nepotism going on, if the person is being paid double for two jobs, or any other organizational issues. Private organizations have the flexibility to make such decisions. I do not see any legal consequences of such actions as long as the employee is happily doing both jobs.
From India, Bangalore
From India, Bangalore
Hi,
He can be assigned with n number of responsibilities, but then dual designations should not exist. This problem basically occurs in an unorganized organization where the Head himself doesn't know where he wants to take his company and what the key perspectives are in employing professionals for the same.
Sanjeev.
From India, Delhi
He can be assigned with n number of responsibilities, but then dual designations should not exist. This problem basically occurs in an unorganized organization where the Head himself doesn't know where he wants to take his company and what the key perspectives are in employing professionals for the same.
Sanjeev.
From India, Delhi
Fay,
As most of our HR peers have mentioned, it happens in small organizations to save some costs as well as engage an individual to the fullest. As long as the employee is happy doing the job and management is fine with the productivity, it can continue. In bigger organizations, it can happen until someone is replaced.
Cheers,
Pradeep
From India, Hyderabad
As most of our HR peers have mentioned, it happens in small organizations to save some costs as well as engage an individual to the fullest. As long as the employee is happy doing the job and management is fine with the productivity, it can continue. In bigger organizations, it can happen until someone is replaced.
Cheers,
Pradeep
From India, Hyderabad
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