05- The Organizing Function (complete).ppt
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The organizing function involves arranging human and non-human resources to attain organizational goals. It includes designing the organization structure through departmentalization and developing reporting relationships. Methods of departmentalization include functional, product, process, and customer approaches. Organizing also determines the span of control and establishes authority, responsibility, and accountability. Staffing is a key human resource management function that involves strategic workforce planning, recruiting, and selecting employees with the necessary skills and qualifications to fill positions.
05- The Organizing Function (complete).ppt
- 1. Basic Functions of Management 02- The Organizing Function
- 2. Basic Management Functions Planning Organizing Leading Controlling Arranging for human and Non-human resources Setting goals and defining a strategy Directing and motivation Monitoring and evaluation
- 3. What is Organization? An organization is a collection of people who work together to attain specified objectives and organizational goals. A formal structure in which people have different roles, positions and responsibilities. Organization may be formal or informal
- 4. Formal and Informal Organizations Formal organization When the two or more persons come together to accomplish a common objective, and they follow a formal relationship, rules, and policies which are established for compliance, and there exists a system of authority. Informal organization Usually, informal organizations are formed under the formal organization as a system of social relationship, which comes into existence when people in an organization, meet, interact and associate with each other.
- 5. What is Organizing? Organizing is the process of arranging for human and non-human resources The process of developing an organization structure is called organization design It consists of grouping similar job activities together, assigning job responsibilities and establishing a chain of commands
- 6. Designing the Organization Organizational Chart: A chart that shows the structure of the organization including the title of each manager’s position and, by means of connecting lines, who is accountable to whom and who has authority for each area. Chain of Command: The path that a directive or answer or request should take through each level of an organization; also called a scalar chain or the line of authority.
- 7. Span (area) of control Chief Executive Tall hierarchy The number of people who report to one manager or supervisor 1. Wide Span of Control: when many employees are reporting to the same manager or supervisor (Less no. of managers) The organization is called a Flat organization
- 8. Span (area) of control Chief Executive Flat hierarchy 2. Narrow Span of Control: when a small number of employees is reporting to the same manager or supervisor (Large no. of managers) The organization is called a Tall organization
- 9. Authority, Responsibility and Accountability Authority: The right to take action, to make decisions, and to direct the work of others. Responsibility: is an employee’s duty to perform the assigned task. Accountability: is the manager’s expectation that the employee will accept credit or blame for his work.
- 10. Organizing: Concepts and Definitions Delegation: is the process of giving authority and responsibility to a person to make decisions and act in certain situations. Line Authority: authority following the chain of command established by the formal hierarchy Staff Authority: the authority of supportive departments like human resource, marketing research, customers services etc.
- 11. Designing the Organization: Departmentalization Methods: 1. Functional Departmentalization: This is the most formal division of business activities, based on the different functions it performs 2. Product Departmentalization: When a firm produces many products, then internal organization can be divided based on different products 3. Process Departmentalization: The activities of a department may be divided into sub activities. 4. Customer Departmentalization: Activities are grouped according to the types of customer
- 12. Staffing, Basic functions of HRM HRM Goals Staffing Training And Development Motivation Maintenance Activities in HRM related with seeking, attracting and hiring qualified people It is made of several factors like: Strategic HR planning Recruiting selection
- 13. 1. Strategic HR planning (1) Goals & Objectives Mission Strategy Structure/Design People •Determining the business type •Setting goals and objectives •How goals will be achieved •What jobs to be done and by whom •Matching knowledge, skills, and abilities to required job Strategic HR planning is forecasting the future work force needs of an organization It is a process by which an organization ensures that it has the right number and kind of people, capable of effectively and efficiently completing the organizational tasks
- 14. 1. Strategic HR planning (2) The number of managers required in any organization depends upon its: Size : how big or small the organization is Nature: simple or complex Plans for expansion Turnover rate of managerial employees Number of managers retiring in near future Technological changes in the organization requiring new hiring
- 15. Job Description Job Specification Job Evaluation Job Analysis Activities to be done Importance of the job Qualification required Job Analysis Job analysis is a systematic way of finding activities within a job Similar activities are placed in one group Also, the necessary knowledge and skills are identified required for the job The purpose of job analysis is to find and make job description, job specifications and job evaluation
- 16. Job Description Also called as the Term of Reference A job description is a written statement of what the job holder is expected to do, how it is done, under what condition and why It includes the job title, duties to be performed, and the authority and responsibilities of the jobholder Example Job title: Benefits Manager Reports to: Director, Human Resource Functions: Manages employee benefits program Duties and Responsibilities: Details of the tasks
- 17. Job Specification Job specification refers to the minimum qualification a candidate must possess to perform the job successfully May include information on education, skills, experience, abilities, and some personal characteristics like weight and height (as in Army) It is also in written form The purpose of this is to encourage potential job candidates to apply Also, to discourage non-qualifying candidates
- 18. Job Evaluation Job evaluation specifies the relative value of each job in the organization Provides basis for comparison for having an equal compensation program i.e. jobs requiring similar level of skills, knowledge, and abilities should be equally paid The information is for the use of HR Department only
- 19. 2. Recruiting It is the process of seeking sources for job candidates Its objectives are to inform the job candidates about the vacancy and to receive as many applications as possible Recruitment sources are: Internal Search: The Internal data base of the company Employees referral and recommendations External Sources: Advertisement in the newspaper, company website and internet Colleges and Universities: Professional Organizations in HR services Previous applications, lay-offs, part time workers
- 20. 3. Selection Once we have short listed the candidates, the selection process starts, that consists of: 1. The initial screening interview: to eliminate the unmatched candidates 2. Completing the application form: company specific application form to get specific information 3. Employment tests: assignments to test the skills and abilities of the potential candidates 4. Comprehensive interview: to get in-depth information about the candidate 5. Background investigation: the process of verifying information candidate has provided 6. Conditional job offer: a job offer with some conditions 7. Medical or physical examination: a check-up to determine an applicant’s physical fitness for job performance 8. Permanent job offer: a formal letter offering job to the finalized candidate