Creating designations, apart from being a creative exercise, can sometimes be the most challenging part of an HR role with a huge impact on human motivation. I am currently in the process of relooking at the nomenclatures/designations of the employees in my engineering organization. Though I am familiar with some common threads such as (junior engineer - senior engineer - team lead/tech lead - manager - senior manager), etc., can we discuss to understand what one needs to consider while coming up with a good designation structure for an organization? All inputs on this are welcome.
From India, Bangalore
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From India, Bangalore
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Designation creation is a very important and sensitive part. HR must be on his toes while creating a designation in an organization because it has a wide impact on people and the system. We should keep the following points in mind while creating designations:
1) Keep it short and simple.
2) Ensure it is technically feasible - Most organizations have HR systems with limitations such as the number of alphabets.
3) Avoid duplication and ambiguity.
4) Maintain internal and external equity in designations.
5) It should meet people's aspirations.
In most organizations, designations have a combination of level and department. For example:
- Executive from HR Department ---- HR Executive
- Manager from Operations Department ---- Operations Manager
This method of creating designations is beneficial as they are simple and others can understand the job profile based on the designation.
From India, Hyderabad
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241) Keep it short and simple.
2) Ensure it is technically feasible - Most organizations have HR systems with limitations such as the number of alphabets.
3) Avoid duplication and ambiguity.
4) Maintain internal and external equity in designations.
5) It should meet people's aspirations.
In most organizations, designations have a combination of level and department. For example:
- Executive from HR Department ---- HR Executive
- Manager from Operations Department ---- Operations Manager
This method of creating designations is beneficial as they are simple and others can understand the job profile based on the designation.
From India, Hyderabad
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While deciding on various designations, you can also keep in mind the following skills possessed and corresponding designations:
Skill possessed Designation
1) Managerial skills General Manager - Works/Works Manager
Dy. Gen Manager (function)
Asst. General Manager (function)
Sr. Manager - (function)
Manager (function), Dy Manager (function)
2) Supervisory skills & leadership Skill Astt. Manager (function), Sr. Supervisor (function),
Sr. Tool Maker or Sr. Engineer (Function)
3) Can work independently & guide subordinates Jr. Manager, Supervisor(), Tool Maker,
4) Can work independently Astt. Supervisor(), Astt. Officer(), Sr. Astts, Mktg. Astt
5) Can work under supervision Jr. Supervisor(), Jr. Officer(), Line inspector,
RECEPTIONIST, Stores/excise/purchase/accounts/
packing & despatch/ Time office-astt.
Legend: () indicates functions like HR/Stores/Accounts/Excise/Packing/
From India, Nagpur
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Skill possessed Designation
1) Managerial skills General Manager - Works/Works Manager
Dy. Gen Manager (function)
Asst. General Manager (function)
Sr. Manager - (function)
Manager (function), Dy Manager (function)
2) Supervisory skills & leadership Skill Astt. Manager (function), Sr. Supervisor (function),
Sr. Tool Maker or Sr. Engineer (Function)
3) Can work independently & guide subordinates Jr. Manager, Supervisor(), Tool Maker,
4) Can work independently Astt. Supervisor(), Astt. Officer(), Sr. Astts, Mktg. Astt
5) Can work under supervision Jr. Supervisor(), Jr. Officer(), Line inspector,
RECEPTIONIST, Stores/excise/purchase/accounts/
packing & despatch/ Time office-astt.
Legend: () indicates functions like HR/Stores/Accounts/Excise/Packing/
From India, Nagpur
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