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HR policy in HRm at BIM (lecture_03 class)
The differences between policies and procedures can be summarized as follows:
Policies guide of decision making, while procedures drive actions.
Policies leave some room for managerial discretion, while procedures are detailed and rigid.
Policies are an integral part of organizational strategies, while procedures are tactical tools.
Policies are generally formulated by top management, while procedures are laid down at lower organizational levels in line with policies.
Policies are more evergreen than procedures. Procedures change more frequently, because they should be adaptable to the changing operational environment and technological advancements.
HR Manual
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
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HR policy in HRm at BIM (lecture_03 class)
The differences between policies and procedures can be summarized as follows:
Policies guide of decision making, while procedures drive actions.
Policies leave some room for managerial discretion, while procedures are detailed and rigid.
Policies are an integral part of organizational strategies, while procedures are tactical tools.
Policies are generally formulated by top management, while procedures are laid down at lower organizational levels in line with policies.
Policies are more evergreen than procedures. Procedures change more frequently, because they should be adaptable to the changing operational environment and technological advancements.
HR Manual
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
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Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
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Essentials of Organizational BehaviorFourteenth EditionChapt.docx
Essentials of Organizational Behavior
Fourteenth Edition
Chapter 15
Foundations of Organizational Structure
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
After studying this chapter you should be able to:
Identify the seven elements of an organization’s structure.
Identify the characteristics of the functional structure, the divisional structure, and the matrix structure.
Identify the characteristics of the virtual structure, the team structure, and the circular structure.
Describe the effects of downsizing on organizational structures and employees.
Contrast the reasons for mechanistic and organic structural models.
Analyze the behavioral implications of different organizational designs.
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
What Is Organization Structure?
Organizational Structure:
Defines how job tasks are formally divided, grouped, and coordinated
Key elements:
Work specialization
Departmentalization
Chain of command
Span of control
Centralization and decentralization
Formalization
Boundary spanning
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
Organizational structure depicts how job tasks are formally divided, grouped, and coordinated. The key elements of organizational structure include work specialization, departmentalization, chain of command, span of control, centralization and decentralization, formalization, and boundary spanning.
3
Key Questions and Answers
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
This exhibit presents each element as an answer to an important structural question.
4
Work Specialization
Work specialization:
Describes the degree to which activities in the organization are subdivided into separate jobs
Also known as division of labor
Benefits
Greater efficiency and lower costs
Costs
Human costs when carried too far
Job enlargement as a solution
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
A key part of organizational structure is understanding the degree to which tasks are divided into separate jobs or work specialization. The division of labor is helpful in creating the most efficient way to utilize employee skills, increase their skills, and maximize their input.
Work specialization can cause greater economies, but in some cases it can cause diminishing returns due to repetition that can lead to boredom. Job enlargement can be more effective at creating greater efficiencies than work specialization.
5
Work Specialization Economies
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
This exhibit shows economies and diseconomies of work specialization.
6
Departmentalization
Departmentalization:
Basis by which jobs are grouped together so that common tasks can be coor.
1. E-Tronics is a well-established, publicly traded manufacturing c.docx
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Environmental scanning allows the company to evaluate what environmental, health, and safety protocols need to be implemented at the new plant.
Environmental scanning allows the company to review both the domestic laws and foreign laws of the new country to understand what changes need to be made to the employee handbook.
Environmental scanning allows the company to assess the tax advantages of the new business to see how favorable the stock will respond as part of this new acquisition.
Environmental scanning allows the company to examine both the demographic and social factors of the labor force to understand how the future of employment looks.
2. A new Operations Manager at E-Tronics would like to get a head start on recruiting for an upcoming role that will have key oversight of the new assembly line. He already has one person in mind that he feels will be perfect for the role based on his past experience. As the HR Manager asks more about the candidate, she learns that both the Operations Manager and the candidate went to college together and have been best friends since college. She also learns that they have never worked together before. What is the appropriate guidance the HR Manager should consider?
Research indicates that people are more likely to quit because of a manager than because of any other variable. Considering the candidate and hiring manager already have a good relationship, this candidate already has a great chance of success and should be allowed to continue on in the process.
The HR Manager is responsible for all recruitment initiatives and should step in and take the place of the hiring manager. The Operations Manager is already too biased to make the appropriate decision.
In order for an organization to meet its long-term goals, it must have the proper mix of employees with the right knowledge, skills, and abilities. The HR Manager should stress this importance while looking closely at all candidates.
If the candidate is selected, the HR manager keep a close eye on the relationship as the candidate progresses through onboarding and orientation. If feedback is provided down the road that things aren’t working, the HR Manager will have all the documentation needed.
3. E-Tronics is pursuing the India plant acquisition and is working with current plant management to review all operational details. As part of the process, the plant management that is being acquired .
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Essentials of Organizational BehaviorFourteenth EditionChapt.docx
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Fourteenth Edition
Chapter 15
Foundations of Organizational Structure
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
After studying this chapter you should be able to:
Identify the seven elements of an organization’s structure.
Identify the characteristics of the functional structure, the divisional structure, and the matrix structure.
Identify the characteristics of the virtual structure, the team structure, and the circular structure.
Describe the effects of downsizing on organizational structures and employees.
Contrast the reasons for mechanistic and organic structural models.
Analyze the behavioral implications of different organizational designs.
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
What Is Organization Structure?
Organizational Structure:
Defines how job tasks are formally divided, grouped, and coordinated
Key elements:
Work specialization
Departmentalization
Chain of command
Span of control
Centralization and decentralization
Formalization
Boundary spanning
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
Organizational structure depicts how job tasks are formally divided, grouped, and coordinated. The key elements of organizational structure include work specialization, departmentalization, chain of command, span of control, centralization and decentralization, formalization, and boundary spanning.
3
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Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
This exhibit presents each element as an answer to an important structural question.
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Work Specialization
Work specialization:
Describes the degree to which activities in the organization are subdivided into separate jobs
Also known as division of labor
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Greater efficiency and lower costs
Costs
Human costs when carried too far
Job enlargement as a solution
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
A key part of organizational structure is understanding the degree to which tasks are divided into separate jobs or work specialization. The division of labor is helpful in creating the most efficient way to utilize employee skills, increase their skills, and maximize their input.
Work specialization can cause greater economies, but in some cases it can cause diminishing returns due to repetition that can lead to boredom. Job enlargement can be more effective at creating greater efficiencies than work specialization.
5
Work Specialization Economies
Copyright © 2018, 2016, 2014 Pearson Education, Inc. All Rights Reserved.
This exhibit shows economies and diseconomies of work specialization.
6
Departmentalization
Departmentalization:
Basis by which jobs are grouped together so that common tasks can be coor.
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Environmental scanning allows the company to review both the domestic laws and foreign laws of the new country to understand what changes need to be made to the employee handbook.
Environmental scanning allows the company to assess the tax advantages of the new business to see how favorable the stock will respond as part of this new acquisition.
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Research indicates that people are more likely to quit because of a manager than because of any other variable. Considering the candidate and hiring manager already have a good relationship, this candidate already has a great chance of success and should be allowed to continue on in the process.
The HR Manager is responsible for all recruitment initiatives and should step in and take the place of the hiring manager. The Operations Manager is already too biased to make the appropriate decision.
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Team cardinal
- 2. www.companyname.com © 2016 Motagua PowerPoint Multipurpose Theme. All Rights Reserved. 2 Separate HR Establishment Inconceivable Performance Unsystematic Recruitment Absent of management process Emergence of dispute Case OverviewATA Apparels Limited
- 3. 3 Seeking apology to the director Anything else Leave the job immediately Decision of MR. Rayhan Broke corporate practice Unprofessional behavior Not taking permission despite habituated with rule breaking
- 4. 4 Creating a positive and employee friendly organizational culture A fixed goal Controlling Proper HR processFixed Hierarchy Management process
- 5. 5 Ethically right Concern for employee motivation Priority of employee welfare MR. Rayhan was right
- 6. 6 Less HR knowledge of Owner’s Not flourishment Of HR practices up to the mark Lack of enough HR skilled manpower Recent HR awareness through various medium Lack of independence of HR department Insights of Local Organizations HR in Bangladesh
- 7. 7 Legal binding Government can make force legally to set up a separate HR department Subsidiary Company Holding company can restrict to have a HR department Free from Restrictions Owners wish is a key factor when there are no restrictions Dependence of HR Practices
- 8. 8 Current state Employee 10,000 Vision Employee 18000, Two times Production capacity GAP Analysis OngoingEvaluation HR Plan to attain VISION 2020 HR Planning
- 9. 9 01 02 03 04 06 05 Work Design Recruiting & Selecting employees Training Employees Formulating proper welfare plan & fund Retained the qualified Giving reward & recognition HR Planning
- 10. 10TIMELINE Starting 2017 Emerging Growth 2018 Expansion 2019 Success 2020 Training of existing 10000 Designing works Rewarding and recognition New 4000 recruitment Training Rewarding and recognition New 4000 recruitment Training Rewarding and recognition Goal achieved!
- 11. 11 2017 Doing expense for creating base for future strong Human Resource Management 2018 and 2019 Recruiting and training new employees to make them competent enough 2020 Getting enough productive through motivation And recruiting 8000 more employees Feasibility
- 12. THANK YOU