Firstly, I would like to thank the people who helped me in 'Flow chart'.
As you all know, I am working as a BDM in a coaching academy that conducts coaching for medical and engineering entrance examinations such as NEET, JIPMER, AIIMS, and IIT-JEE. We are currently in the process of reforming our academy as it is a crucial time for CRASH COURSE admissions, which start from January 2019.
My key responsibility is to assign designations according to their education and experience for the existing employees and hire more according to the requirements. Proper planning and organization need to be developed from scratch. I have a list of existing employees with which I formulated a structure and their duties as follows. However, I want an effective structure detailing their roles and responsibilities pertaining to the academy. This can be in the form of a flowchart, PPT, etc.
Effective staff members are as follows:
1. Academic Manager - Students and Parents coordinator/counselor, Faculty coordination
2. Business Development Manager - Training and development, staffing, client and vendor handling
3. Research Analyst - Conducts research on available sources and formulates a database
4. Marketing Executive - Conducts fieldwork based on sources provided by the BD team
5. Tele-calling Executive
6. HR/Admin Manager - Recruitment, Public relations
7. Accounts Officer - Accounts, stocks, payroll processing, other cash transactions, MIS reports
8. Admin Assistant - Responsible for documentation
9. FOE (Front Office Executive) - Manages the front desk, answers telephonic inquiries, and maintains registers
10. Office Assistant (A go-getter) - Manages stationery, takes printouts, assists office personnel
11. Housekeeping
12. Security
Part-timers/Free-lancers include:
1. Faculties
2. Auditor
3. System Administrator/Tech Support
This is the current structure. If anybody could assist me with a professional structure and roles and responsibilities, it would be greatly appreciated.
From India, Kochi
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As you all know, I am working as a BDM in a coaching academy that conducts coaching for medical and engineering entrance examinations such as NEET, JIPMER, AIIMS, and IIT-JEE. We are currently in the process of reforming our academy as it is a crucial time for CRASH COURSE admissions, which start from January 2019.
My key responsibility is to assign designations according to their education and experience for the existing employees and hire more according to the requirements. Proper planning and organization need to be developed from scratch. I have a list of existing employees with which I formulated a structure and their duties as follows. However, I want an effective structure detailing their roles and responsibilities pertaining to the academy. This can be in the form of a flowchart, PPT, etc.
Effective staff members are as follows:
1. Academic Manager - Students and Parents coordinator/counselor, Faculty coordination
2. Business Development Manager - Training and development, staffing, client and vendor handling
3. Research Analyst - Conducts research on available sources and formulates a database
4. Marketing Executive - Conducts fieldwork based on sources provided by the BD team
5. Tele-calling Executive
6. HR/Admin Manager - Recruitment, Public relations
7. Accounts Officer - Accounts, stocks, payroll processing, other cash transactions, MIS reports
8. Admin Assistant - Responsible for documentation
9. FOE (Front Office Executive) - Manages the front desk, answers telephonic inquiries, and maintains registers
10. Office Assistant (A go-getter) - Manages stationery, takes printouts, assists office personnel
11. Housekeeping
12. Security
Part-timers/Free-lancers include:
1. Faculties
2. Auditor
3. System Administrator/Tech Support
This is the current structure. If anybody could assist me with a professional structure and roles and responsibilities, it would be greatly appreciated.
From India, Kochi
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Hi Mariam,
Before we could come out with what you required, you have to do certain preparatory duties to be accomplished which are more important at this stage.
1) First, you should sit with your unit head & Finance Head, draw out a systematic, realistic, workable plan that also considers the future development of your institution. This plan should include:
- Short-term projections for the current year (4 months)
- Projections for the next Financial Year 2019-20
- Projections for the immediate future (next 5 years) on a yearly basis
- An ambitious plan for the next 10 years in terms of potential business opportunities, market conditions, and potential growth. Conduct a SWAT analysis without bias, ensuring due diligence.
This manpower planning/budget will serve as your guiding document, providing a roadmap for short-term, medium-term, and long-term goals.
2) Based on the above, you need to list out the required manpower by designation and present it in the form of a PERT chart. Specify who will be recruited, when, at what grade, calculate their annual emoluments, and prepare a budget estimate in collaboration with your Finance Head.
3) Once steps 1 and 2 are completed, the next step is to prepare Job Descriptions (JD) including duties, responsibilities, terms and conditions, and Key Result Areas (KRAs).
4) After completing step 3, translate the information into an Organizational Chart to visually represent the hierarchy year by year.
5) Following that, develop a comprehensive Recruitment plan which includes various options such as direct recruitment through media publicity, online applications on your blog/website, walk-in interviews in urgent cases, referrals from associates and experts, and selection from job portals like naukri.com and times jobs.
6) Plan how the selection/interview process will be organized, along with joining formalities, training, and induction programs.
7) Determine the salaries of new recruits and inform your Finance/payroll department.
When all these steps are consolidated, they will form the foundation of your HR Manual.
From India, Bangalore
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1159Before we could come out with what you required, you have to do certain preparatory duties to be accomplished which are more important at this stage.
1) First, you should sit with your unit head & Finance Head, draw out a systematic, realistic, workable plan that also considers the future development of your institution. This plan should include:
- Short-term projections for the current year (4 months)
- Projections for the next Financial Year 2019-20
- Projections for the immediate future (next 5 years) on a yearly basis
- An ambitious plan for the next 10 years in terms of potential business opportunities, market conditions, and potential growth. Conduct a SWAT analysis without bias, ensuring due diligence.
This manpower planning/budget will serve as your guiding document, providing a roadmap for short-term, medium-term, and long-term goals.
2) Based on the above, you need to list out the required manpower by designation and present it in the form of a PERT chart. Specify who will be recruited, when, at what grade, calculate their annual emoluments, and prepare a budget estimate in collaboration with your Finance Head.
3) Once steps 1 and 2 are completed, the next step is to prepare Job Descriptions (JD) including duties, responsibilities, terms and conditions, and Key Result Areas (KRAs).
4) After completing step 3, translate the information into an Organizational Chart to visually represent the hierarchy year by year.
5) Following that, develop a comprehensive Recruitment plan which includes various options such as direct recruitment through media publicity, online applications on your blog/website, walk-in interviews in urgent cases, referrals from associates and experts, and selection from job portals like naukri.com and times jobs.
6) Plan how the selection/interview process will be organized, along with joining formalities, training, and induction programs.
7) Determine the salaries of new recruits and inform your Finance/payroll department.
When all these steps are consolidated, they will form the foundation of your HR Manual.
From India, Bangalore
Acknowledge(0)Amend(0)
Agriculture workers in Canada are in demand due to a shortage of workers in the workforce, as found by a new study by the Canadian Agricultural Human Resource Council (CAHRC).
The study reveals that the current gap between labour demand and the domestic workforce in the industry is 59,000. Projections indicate that the Canadian agri-workforce could be short of workers for 114,000 jobs by 2025.
In response, the Canadian agriculture industry has been actively encouraging young people and workers from other sectors worldwide to consider agriculture as a career.
According to the CAHRC, labour shortages pose risks to farmers. They can only hope for continued or increased access to both domestic and foreign workers in the future as they have now. CAHRC is providing support for group workers, including visas, tickets, and living quarters. Interested group applicants should contact us with their group batch lists and resumes via email at cahrc.ccrha.canada@gmail.com.
From Gambia, Banjul
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The study reveals that the current gap between labour demand and the domestic workforce in the industry is 59,000. Projections indicate that the Canadian agri-workforce could be short of workers for 114,000 jobs by 2025.
In response, the Canadian agriculture industry has been actively encouraging young people and workers from other sectors worldwide to consider agriculture as a career.
According to the CAHRC, labour shortages pose risks to farmers. They can only hope for continued or increased access to both domestic and foreign workers in the future as they have now. CAHRC is providing support for group workers, including visas, tickets, and living quarters. Interested group applicants should contact us with their group batch lists and resumes via email at cahrc.ccrha.canada@gmail.com.
From Gambia, Banjul
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