THE HR / TRAINING&DEVELOPMENT ORGANIZATION.
Like all organization structure, the structure does not exist in vacuum.
It is a dynamic and affected by a number of factors, like
-corporate vision
-corporate mission
-corporate objectives
-corporate strategy
-corporate plans
-total resources availability
-total resources allocation
-hr resources availability
-hr resources allocation
-hr budget
-corporate direction on outsourcing
-management attitude towards HR
-management attitude towards training / development
-centralized or decentralized organization
-levels of structure
-span of controls
-corporate culture
-corporate decision making process
etc etc etc
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IN THIS CASE, I HAVE DESIGNED IT , WITHOUT
ANY OF THE INPUT INFORMATION REQUIRED,
AS LISTED ABOVE TO FORMULATE A STRUCTURE.
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HERE IS A SIMPLE STRUCTURE.
1. CEO
2.REPORTING TO THE CEO is the director of human resources.[LEVEL 1]
3.REPORTING TO THE DIRECTOR OF HR are the
LEVEL 2 managers.
4. REPORTING TO THE LEVEL 2 MANAGERS are the
LEVEL 3- specialists, coordinators, managers.
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LEVEL 1
The director of human resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as
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LEVEL 2
1.employment and placement manager ,
Employment and placement managers supervise the hiring and separation of employees and supervise various workers, including equal employment opportunity specialists and recruitment specialists.
LEVEL 3
-recruitment specialists
-equal employment opportunity specialists
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2.compensation and benefits manager ,
Compensation / benefits manager manage the company’s compensation /employee benefits program, notably its health insurance and pension plans. Expertise in designing and administering benefits programs .
LEVEL 3
-job and position analyst
-occupational analyst
-compensation manager
-employee benefits manager
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3.training and development manager
Training and development managers and specialists conduct and supervise training and development programs for employees.
LEVEL 3
-training managers
-training coordinators / facilitators
-development specialists
-management development manager
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4. Industrial and employee relations manager
Industrial /employee relations manager forms labor policy, oversees industrial labor relations, negotiates collective bargaining agreements, and coordinates grievance procedures to handle complaints resulting from management disputes with unionized employees, and implement industrial labor relations programs.
LEVEL 3
-employee welfare manager
-labor relations manager
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HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM