Hi All,
I am in the process of designing a Organisation Chart. However, the major issue here is being a small organisation the Job Responsibilities and the reporting structure keeps changing.
Another issue is employees are not sure about their growth process/Path. Is there a way to sort this messy situation.
Currently we have four projects and we are 40 of us in our organisation.
Would be great if someone can help me with this issue at the earliest.
Regards,
Simmi
From India, New Delhi
2I am in the process of designing a Organisation Chart. However, the major issue here is being a small organisation the Job Responsibilities and the reporting structure keeps changing.
Another issue is employees are not sure about their growth process/Path. Is there a way to sort this messy situation.
Currently we have four projects and we are 40 of us in our organisation.
Would be great if someone can help me with this issue at the earliest.
Regards,
Simmi
From India, New Delhi
Hi Simmi,
Seems like it would be better if you first finalise on the reporting structure in your organisation and then create the organisational chart. It is always better to create a horizontal and flat organisational chart.
Rgds
Vani
From India, Madras
Seems like it would be better if you first finalise on the reporting structure in your organisation and then create the organisational chart. It is always better to create a horizontal and flat organisational chart.
Rgds
Vani
From India, Madras
Hi Simmi,
I could think of the following points as I implemented this recently in my organisation. Let me know your opinion and also if you have any alterations/suggestions to this, so I could look at the same here.
1. First of all, list down the roles everyone is playing at your organisation.
2. Then list down what are the ideal roles and responsibilities for that position.
3. Then do a Gap analysis. Let the management and the employees know where there is a gap what can be done to improve that.
4. Then list down the criterios they have to meet to move to the next level.
I think it will be better to prepare the organisational chart after this exercise. The chart will also find its true value after everyone have understood their roles and their career path in the organisation.
Regards,
Soumya Shankar
From India, Bangalore
I could think of the following points as I implemented this recently in my organisation. Let me know your opinion and also if you have any alterations/suggestions to this, so I could look at the same here.
1. First of all, list down the roles everyone is playing at your organisation.
2. Then list down what are the ideal roles and responsibilities for that position.
3. Then do a Gap analysis. Let the management and the employees know where there is a gap what can be done to improve that.
4. Then list down the criterios they have to meet to move to the next level.
I think it will be better to prepare the organisational chart after this exercise. The chart will also find its true value after everyone have understood their roles and their career path in the organisation.
Regards,
Soumya Shankar
From India, Bangalore
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Organisation chart.doc
Organisation Chart (08.07.09).xls
Organisation Chart.pdf