Firstly I would like to thank the people who helped me in 'Flow chart'.
As you all know that am working as a BDM in a coaching academy which conducts coaching for medical & engineering entrance examinations viz..NEET, JIPMER & AIIMS, IIT-JEE. We are now in the reformation of our academy since its the crucial time for CRASH COURSE admissions which starts from Jan 2019.
My key responsibility is to assign designation according to their education n experience for the existing employees and hire more according to the requirements.
A proper planning & organisation needs to be developed from the scratch..There's a list of existing employees with which I formulated a structure & their duties as follows..however I want an effective structure, their roles & responsibilities pertaining to the academy (can be in the form of 'Flow chart, PPT etc)
Effective staff members:
1 Academic Manager-Students & Parents coordinator/counselor/ Faculty coordination
2 Business Development Manager- Training & development/staffing/client & vendor handling
3 Research Analyst -who does research on the sources available & formulate a Data base
4 Marketing executive - Does field work on the basis of the sources given by BD team
5 Tele-calling executive
6 HR / Admin Manager - Recruitments, Public relations
7 Accounts Officer- Accounts, stocks, payroll processing & other cash transactions/ MIS reports
8 Admin Assistant -responsible for documentation
9 FOE (Front office Executive) - Takes care of Front desk, answers telephonic enquiries, register maintenance
10 Office Assistant (A go-getter)- stationery, taking print outs, assisting the office personnel
11 House-keeping
12 Security
Part timers/ Free-lancers
1 Faculties
2 Auditor
3 System Administrator/ Tech Support
This is the structure, if anybody could help me out with a professional structure, R & Rs it would be fine..
From India, Kochi
As you all know that am working as a BDM in a coaching academy which conducts coaching for medical & engineering entrance examinations viz..NEET, JIPMER & AIIMS, IIT-JEE. We are now in the reformation of our academy since its the crucial time for CRASH COURSE admissions which starts from Jan 2019.
My key responsibility is to assign designation according to their education n experience for the existing employees and hire more according to the requirements.
A proper planning & organisation needs to be developed from the scratch..There's a list of existing employees with which I formulated a structure & their duties as follows..however I want an effective structure, their roles & responsibilities pertaining to the academy (can be in the form of 'Flow chart, PPT etc)
Effective staff members:
1 Academic Manager-Students & Parents coordinator/counselor/ Faculty coordination
2 Business Development Manager- Training & development/staffing/client & vendor handling
3 Research Analyst -who does research on the sources available & formulate a Data base
4 Marketing executive - Does field work on the basis of the sources given by BD team
5 Tele-calling executive
6 HR / Admin Manager - Recruitments, Public relations
7 Accounts Officer- Accounts, stocks, payroll processing & other cash transactions/ MIS reports
8 Admin Assistant -responsible for documentation
9 FOE (Front office Executive) - Takes care of Front desk, answers telephonic enquiries, register maintenance
10 Office Assistant (A go-getter)- stationery, taking print outs, assisting the office personnel
11 House-keeping
12 Security
Part timers/ Free-lancers
1 Faculties
2 Auditor
3 System Administrator/ Tech Support
This is the structure, if anybody could help me out with a professional structure, R & Rs it would be fine..
From India, Kochi
Hi Mariam,
Before we could come out with what you required, you have to do certain preparatory duties to be accomplished which is more important at this stage.
1) First, you should sit with your unit head & Finance Head, draw out a systematic, realistic, workable at the same time taking the future development of your institution on the basis of and should suit you (a) short term projections, say for the current year i.e. 4 months, then (b)for the next Financial Year 2019-20 and (c) for the immediate future i.e. to say for next 5 yrs., year wise and lastly for (d) an ambitious plan i.e. say for the next 10 yrs- in terms of possible business you could do, estimating the market conditions & potentiality. Do a SWAT analysis without any bias, i.e. due diligence.
This man power planning/budget is your bible guiding you to your future, a road map taking you into short term, medium term & long term.
2) Based on the above you have to list out designation wise man/woman power and present it in the form of a PERT chart, marking it down as to who will recruited & when at what grade, calculate their annual emoluments and prepare a budget estimate in consultation with your Finance Head.
3) Once above 1 & 2 are done next step is to prepare a) Job Descriptions (JD) -Duties & Responsibilities, terms & conditions, assigning KRA.
4) After finishing step 3, transfer into an Organisation Chart, displayable (flow chart is not an appropriate term, I feel),year wise will help.
5) Thereafter you should prepare a well thought out Recruitment plan-you'll have various options viz, direct recruitment thru' publicity in media, inviting 'online' applications on your blog/web site, in case of urgency-walk-in-interview, thru' references & recommendations received/solicited from associates, well known experts, academicians, hunting, pick & choose from job portals like naukri.com; times jobs etc.
6) Next step is to plan how you are going to organise the selection/interview process, the joining formalities, training & induction programmes.
7) Fixing the emoluments of recruits and advising your Finance/pay roll.
When all these above steps are bunched together that would serve you as your HR Manual.
From India, Bangalore
1075Before we could come out with what you required, you have to do certain preparatory duties to be accomplished which is more important at this stage.
1) First, you should sit with your unit head & Finance Head, draw out a systematic, realistic, workable at the same time taking the future development of your institution on the basis of and should suit you (a) short term projections, say for the current year i.e. 4 months, then (b)for the next Financial Year 2019-20 and (c) for the immediate future i.e. to say for next 5 yrs., year wise and lastly for (d) an ambitious plan i.e. say for the next 10 yrs- in terms of possible business you could do, estimating the market conditions & potentiality. Do a SWAT analysis without any bias, i.e. due diligence.
This man power planning/budget is your bible guiding you to your future, a road map taking you into short term, medium term & long term.
2) Based on the above you have to list out designation wise man/woman power and present it in the form of a PERT chart, marking it down as to who will recruited & when at what grade, calculate their annual emoluments and prepare a budget estimate in consultation with your Finance Head.
3) Once above 1 & 2 are done next step is to prepare a) Job Descriptions (JD) -Duties & Responsibilities, terms & conditions, assigning KRA.
4) After finishing step 3, transfer into an Organisation Chart, displayable (flow chart is not an appropriate term, I feel),year wise will help.
5) Thereafter you should prepare a well thought out Recruitment plan-you'll have various options viz, direct recruitment thru' publicity in media, inviting 'online' applications on your blog/web site, in case of urgency-walk-in-interview, thru' references & recommendations received/solicited from associates, well known experts, academicians, hunting, pick & choose from job portals like naukri.com; times jobs etc.
6) Next step is to plan how you are going to organise the selection/interview process, the joining formalities, training & induction programmes.
7) Fixing the emoluments of recruits and advising your Finance/pay roll.
When all these above steps are bunched together that would serve you as your HR Manual.
From India, Bangalore
Agriculture workers in Canada are in demand due to a short supply of workers in the workforce, a new study by the Canadian Agricultural Human Resource Council (CAHRC) has found.
It found that the current gap between labour demand and the domestic workforce is 59,000 in the industry.
Furthermore, projections suggest that the Canadian agri-workforce could be short workers for 114,000 jobs by 2025.
In response, the Canadian agriculture industry has been encouraging young people and workers from other sectors around the world to get into agriculture as a career.
According to the CAHRC, labour shortages create risks to farmers who can only hope they will have the same or greater access to both domestic and foreign workers in the future as they do now.CAHRC are in proper arrangement and support of group workers Visas, tickets and living quarters, interested group applicants workforce should contact us with their group batch lists and Resume's by email at:
From Gambia, Banjul
It found that the current gap between labour demand and the domestic workforce is 59,000 in the industry.
Furthermore, projections suggest that the Canadian agri-workforce could be short workers for 114,000 jobs by 2025.
In response, the Canadian agriculture industry has been encouraging young people and workers from other sectors around the world to get into agriculture as a career.
According to the CAHRC, labour shortages create risks to farmers who can only hope they will have the same or greater access to both domestic and foreign workers in the future as they do now.CAHRC are in proper arrangement and support of group workers Visas, tickets and living quarters, interested group applicants workforce should contact us with their group batch lists and Resume's by email at:
From Gambia, Banjul
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Creating a Competitive Salary Structure.doc
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