Hi All,
I am in the process of designing an Organizational Chart. However, the major issue here is that being a small organization, the job responsibilities and the reporting structure keep changing. Another issue is that employees are not sure about their growth process/path. Is there a way to sort out this messy situation?
Currently, we have four projects, and there are 40 of us in our organization. It would be great if someone could help me with this issue at the earliest.
Regards,
Simmi
From India, New Delhi
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2I am in the process of designing an Organizational Chart. However, the major issue here is that being a small organization, the job responsibilities and the reporting structure keep changing. Another issue is that employees are not sure about their growth process/path. Is there a way to sort out this messy situation?
Currently, we have four projects, and there are 40 of us in our organization. It would be great if someone could help me with this issue at the earliest.
Regards,
Simmi
From India, New Delhi
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Hi Simmi,
It seems like it would be better if you first finalize the reporting structure in your organization and then create the organizational chart. It is always preferable to create a horizontal and flat organizational chart.
Regards,
Vani
From India, Madras
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It seems like it would be better if you first finalize the reporting structure in your organization and then create the organizational chart. It is always preferable to create a horizontal and flat organizational chart.
Regards,
Vani
From India, Madras
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Hi Simmi,
I have identified the following points as I recently implemented this in my organization. Please share your opinion and any alterations/suggestions you may have so I can consider them:
1. Firstly, list the roles everyone is playing in your organization.
2. Next, outline the ideal roles and responsibilities for each position.
3. Conduct a gap analysis. Inform management and employees about identified gaps and propose solutions for improvement.
4. Specify the criteria individuals must meet to progress to the next level.
I suggest creating the organizational chart after completing these steps. The chart's value will be most evident once everyone comprehends their roles and career paths within the organization.
Regards,
Soumya Shankar
From India, Bangalore
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I have identified the following points as I recently implemented this in my organization. Please share your opinion and any alterations/suggestions you may have so I can consider them:
1. Firstly, list the roles everyone is playing in your organization.
2. Next, outline the ideal roles and responsibilities for each position.
3. Conduct a gap analysis. Inform management and employees about identified gaps and propose solutions for improvement.
4. Specify the criteria individuals must meet to progress to the next level.
I suggest creating the organizational chart after completing these steps. The chart's value will be most evident once everyone comprehends their roles and career paths within the organization.
Regards,
Soumya Shankar
From India, Bangalore
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H.R.Manager - Job Chart.doc
Chapter VIII - Managing Organisational Structure.ppt