Training Design, Training Delivery, Succession
Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
P & A Manager
Management & Sociology
22nd October 2009 From India, Madras
Name :kalesh k kumar
PF number : KN/46294/21745
22nd October 2009 From India, Bangalore
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
22nd October 2009 From India, Hyderabad
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
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 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'
bubbl.us - 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
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
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
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
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