Hi All,
My brother is doing his own business(Software development).Just two years Ago.He wants to make the company as a organisation as a part of this we have planned to make it into a structure.I am an MBA HR working in an MNC Software company..I am helping him to make it as a proper way.In this we need ideas to generate Policies like HR,Marketing,networking etc..So please help me in this..Can you Help me...
Regards
Vijay
From India, Madras
My brother is doing his own business(Software development).Just two years Ago.He wants to make the company as a organisation as a part of this we have planned to make it into a structure.I am an MBA HR working in an MNC Software company..I am helping him to make it as a proper way.In this we need ideas to generate Policies like HR,Marketing,networking etc..So please help me in this..Can you Help me...
Regards
Vijay
From India, Madras
Give some more details about the organisation
i.e.
number of employees presently with organisation
work profiles
Levels in organisation
Number of departments that already exist...
Based on this we can move forward to suggesting an organisational structure and other requisits
From India, Ahmadabad
35i.e.
number of employees presently with organisation
work profiles
Levels in organisation
Number of departments that already exist...
Based on this we can move forward to suggesting an organisational structure and other requisits
From India, Ahmadabad
Hi Ajmal Mirza,
Thanx for your reply.Currently 75 peoples are employed in it.The company has 3 departments One is CAD then the next is Software development the other one is engineering projects.
Regards
Vijay
From India, Madras
Thanx for your reply.Currently 75 peoples are employed in it.The company has 3 departments One is CAD then the next is Software development the other one is engineering projects.
Regards
Vijay
From India, Madras
Hi Vijay
As you are having only 75 employees I think that a tool in microsoft office would be suffice in initial stages to help you design the structure...
In MsWord
Insert >>>> Picture >>>> Organisational Chart
In Powerpoint
Insert >>>> Picture >>>> Organisational Chart
Once you prepare the structure.. then have a relook..
Are the reporting structure visible on the screen similar to what is happening in your organisation...? Finetune the structure visible on the screen till you get the structure that currenly exists in your organisation.
Once you have prepared this... check out if the structure is flat or traditional... Depending on the strategies and work culture you can modify the structure...
Normally the Flat Structure is considered to be better in service organisation, but it has to be the CEOs call.. Depending on the need you can later design an optimal structure which would best suit your organisation...
I am attaching one file of organisational structure of engineering consulting firm, which might work as guidline for you..
From India, Ahmadabad
As you are having only 75 employees I think that a tool in microsoft office would be suffice in initial stages to help you design the structure...
In MsWord
Insert >>>> Picture >>>> Organisational Chart
In Powerpoint
Insert >>>> Picture >>>> Organisational Chart
Once you prepare the structure.. then have a relook..
Are the reporting structure visible on the screen similar to what is happening in your organisation...? Finetune the structure visible on the screen till you get the structure that currenly exists in your organisation.
Once you have prepared this... check out if the structure is flat or traditional... Depending on the strategies and work culture you can modify the structure...
Normally the Flat Structure is considered to be better in service organisation, but it has to be the CEOs call.. Depending on the need you can later design an optimal structure which would best suit your organisation...
I am attaching one file of organisational structure of engineering consulting firm, which might work as guidline for you..
From India, Ahmadabad
Hi!
Maybe you should buy our Manpower Planning and Structure Policy so you will learn how to create a "lean and efficient" organization. Or better, buy our entire HR Policy Manual so you will learn the entire operating processes in HR.
This will be good for your ccompany and for your own personal career advancement in as much as you are pursuing an MBA in HR.
Let me know if interested (00632-776-8537) or visit my site: The Corporate Policy Center at : <http://finance.groups.yahoo.com/group/policy_center>
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Maybe you should buy our Manpower Planning and Structure Policy so you will learn how to create a "lean and efficient" organization. Or better, buy our entire HR Policy Manual so you will learn the entire operating processes in HR.
This will be good for your ccompany and for your own personal career advancement in as much as you are pursuing an MBA in HR.
Let me know if interested (00632-776-8537) or visit my site: The Corporate Policy Center at : <http://finance.groups.yahoo.com/group/policy_center>
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi Vijay,
I was earlier working in a similar company and their first Sr. HR Manager. What I understand from my experience is as follows:
1. The ideal hierarchy in this company should not be of more than three levels, first the higher management, second the Sr. members and then everyone else. Do not create too many designations
2. Not more than two, max three, HR ppl (one Sr. one Jr.) should be employed to handle things
3. Its most necessary to put down HR policies at this stage, once the company grows it gets difficult to implement them, now you can also address the concerns and reactions by employees on personal basis and make necessary changes, guess this should be your priority
4. its imp you set processes for almost all day to day and imp functions in the company, like leave application, complaint flow etc. Its seen in a small company that employees are very used to go to the top level management for every and anything, its mainly because of the small structure and not formal authorities given to others, this situation should be penetrated, the top management should now have time only for business growth and ppl should be identified to take care of other things.
5. The challenge here is to make a company into organization without looking the spirit of togetherness, avoid making too many and difficult processes, things should be simple and put forth the employees in a very simple manner. In no way can you afford to loose the team binding at this stage. Please take care.
6. The first reaction to any policy or process is not going to be easy acceptance, you need to tell employees that this is a part of growth and not to divide them in clusters.
Let me know in case you have any specific requirement I will surly try to share my experience at all levels
Hope this helps
Regards
From India, Pune
I was earlier working in a similar company and their first Sr. HR Manager. What I understand from my experience is as follows:
1. The ideal hierarchy in this company should not be of more than three levels, first the higher management, second the Sr. members and then everyone else. Do not create too many designations
2. Not more than two, max three, HR ppl (one Sr. one Jr.) should be employed to handle things
3. Its most necessary to put down HR policies at this stage, once the company grows it gets difficult to implement them, now you can also address the concerns and reactions by employees on personal basis and make necessary changes, guess this should be your priority
4. its imp you set processes for almost all day to day and imp functions in the company, like leave application, complaint flow etc. Its seen in a small company that employees are very used to go to the top level management for every and anything, its mainly because of the small structure and not formal authorities given to others, this situation should be penetrated, the top management should now have time only for business growth and ppl should be identified to take care of other things.
5. The challenge here is to make a company into organization without looking the spirit of togetherness, avoid making too many and difficult processes, things should be simple and put forth the employees in a very simple manner. In no way can you afford to loose the team binding at this stage. Please take care.
6. The first reaction to any policy or process is not going to be easy acceptance, you need to tell employees that this is a part of growth and not to divide them in clusters.
Let me know in case you have any specific requirement I will surly try to share my experience at all levels
Hope this helps
Regards
From India, Pune
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