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Raj Kumar Hansdah
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Ramana Kumar
P & A Manager
Human Resource
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+9 Others

Hi all,
We are from new manufacturing setup.We are planning to Proper Organizational structure in our firm. Some how we have seperate dept charts with some basic designations. Being appointed as a HR the work is on my hand now. Pls help me to create new Organization structure or chart. Also i need some details regarding how to restructure. its urgent.
22nd October 2009 From India, Madras
Dear Mr. Venhadesh, What are the departments of your organization and what are the various designations / positions under each dept.? Regards, Narendra
22nd October 2009 From India, Hyderabad
Purchase,mkting,production rolling furnace, maintenance, quality, and new 1 hr. designations are not proper. in some dept same designation is given. i dont know what to do?????
22nd October 2009 From India, Madras
Dear Friend, If possible, you can call me on +91-9885375038 (Hyderabad) for further guidance. Regards, Narendra
22nd October 2009 From India, Hyderabad
Hi Venhadesh Find the attachment It may help u to draw Organisation str for your Compny
22nd October 2009 From India, Guwahati

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hello, kindly find attached the chart..I am also working with manufacturing co. Hope it might help u
22nd October 2009 From India, Ahmadabad

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File Type: doc ORG CHART.doc (55.0 KB, 3568 views)

My Name is kalesh k kumar, And I was working in HTMT global solution ltd, at bangalore until 30th June. On 9th September I have applied for PF. And the company has forwarded my application to PF office on 15-September this is what I got the information form Company HR. As per your wesite details I have tried to check my PF status but I could not get it (establishment code is not maching). Here I have mentioned my full name and PF number,can you please send me the status of my PF or could you please help me to go with right way?
Name :kalesh k kumar
PF number : KN/46294/21745
22nd October 2009 From India, Bangalore
Hi friends ,
Iam also in the same boat , but i have downloaded file which was sent by Miss Smith rath , it was good and infact i have done same . But i need is there any certain principles to prepare an org chart , like under who should be under who as per the delegation of authority .
I want rules and is there any methodology for that.
please send details
- Ramana
22nd October 2009 From India, Hyderabad
Hello, check this org chart, i have done some changes in the chart by miss. Smita Rath it may help in making it simpler
22nd October 2009 From India, Mumbai

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File Type: xls ORG CHART.xls (66.0 KB, 1826 views)

Just dont worry. Simple way to start from the top ..... keep making sub divisoions and add all the employee designations.... if u dont have all those just write names in different colour .
1. above exercise will tell u which all employees to be given designation.
2. It will specify each team and its leader
3 It will help clear a growth path .
4 It will prove beneficial in Annual assessment later.
In case of any clearification get in touch -- 9871311311
23rd October 2009 From India, Delhi
Dear Venhadesh.R,
First thing first start with Job profile, inter connect those profile with department and employees,
Depending on experience and job profile give designation and delegate authority.
Once your “Reporting structure” is ready go ahead with the “Organization Tree”.
Think twice before putting employees under hierarchy as it’s a matter of emotions and self respect.
23rd October 2009 From India, Bangalore
I have a idea about presenting a organisation structure with excel format.... I think this will be a good looking structure.......
23rd October 2009 From India, Calcutta

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File Type: xls Organisation Structure.xls (32.0 KB, 1486 views)

Dear tanyan The file submitted by you is neither an Organization Structure nor an Organogram. At best, it can be called a Database.
23rd October 2009 From India, Delhi
Hi Venhadesh
I am unclear as to whether you want a simple tool that will produce a nice colourful org chart for you to use on powerpoint presentations or some more indepth support on how to structure your organisation? If its the former, look at the link below - great tool to help produce professional 'mind maps' and 'organisation charts' - free web application for brainstorming online
If you are seeking support on how to structure/ restructure your organisation then send me an email and we can talk offline.
23rd October 2009 From United Kingdom, Manchester
Dear Venkatesh,

Organizational chart is basically responsibility map starting from Top mangement to middle management upto operational level. If you have a process map linking all major processes you may automatically derive the organizational chart from that. You have to delink the "person' from process . For example let us say Mr X holding responsibilty for Purchase as well as Logistics, The organizational chart should show the purchase process and logistics process separately even though both may be handled by one person. More than the designation, 'Major processes' and 'Responsibilities' and 'Report to whom' matter. The system map which link all the processes would tell you importance of each processes and how the responsibilty passes thru each stage upto opeartion level. You should first list what are all the processes(functions or departments are old jargons) are there (need not goto micro level). For example, Purchase is a process for which you may get input from either stores/ production or projects and hence it is necessary that stores in charge would be receiving and reporting to these functions/ process owners apart from accounts and finance for payment procedures. Once again these may vary slightly from organization to organization. Hence you have to study all the functions in your organization at macro level and prepare a process map interlinking with responsibilties and authorities for each processes and then arrive at organization chart. This may look tedious but a better way of doing so that tomorrow when you organization goes for ISO certification this may help you . Not only that when you company grows further in size and operations still this will help you. Do not copy somebodyelse's chart ;some times it may be totally different from yours.


Hariharan P S

Quality Management Trainers and Consultants, Chennai-24

23rd October 2009
its very simple. First, make a list of all Employees with designations accordingly i.e. CEO, MD, COO, Director, President, Vice President, GM, AGM etc.. And you may go to the formats provided by Smita and Anshu.
Note : Smita And Anshu, thanks for these formats. these will help alot to them who are realy need to.
23rd October 2009 From India, Gurgaon
Hi please find the attached org chart regards, saran
24th October 2009

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File Type: ppt Presentation1.ppt (61.0 KB, 559 views)

give me details of your department and reporting details of staff so that i can make an o/c for you. if you need one department o/c please let me know. regards/tm
24th October 2009 From India, Ahmadabad
I have been responsible in my org for preparing and managing Org Charts. Microsoft Visio is one of the easiest MS Office tools to prepare org charts. You can also find lot of templates or customize them to suit your needs. For any further help required, you can contact me at
24th October 2009 From United Arab Emirates, Dubai
Hi, Enclosed ORG chart, pls do the amendment as your requirement. Hope it will full fill your requirement, Nenju
25th October 2009 From United Arab Emirates, Dubai

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hi there!! for me it is gud if u try to put all the levels or the pay-scale for each post as it can easily known members of ur organisation...,more importantly do not forget to keep enrichment during the restructuring but try not to enlarge one department into more and more as it can cause u paying more money to people.
26th October 2009 From Kiribati, Tarawa
I understand your organisation is a manufacturing set up and it is pertinent that you identify the line and staff relationships in the organisation. the line relationship will consist of the manufacturing and staff will will be the supproting functions like accounts, administration, purchase etc
Once you identify the line relationships, it is important that you identify different direct functions within the line orgnaisation.
your organisation structure again depends on how horizontal or vertical you want it to be. You can have no. of levels and functions,
If you feel I am talking to you sense, reply me on
26th October 2009
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