Company Organization Chart and Job Descriptions
Organization charts were created in the mid-1800s by the general manager of the Erie Railroad Company to properly delegate work. Organization charts; “Who is who?”, “How are the workflows?”, “How should the operation be?” plays a role in many issues. Organizational charts that mostly streamline the operation of the company are of two types;
This includes all activities of the company and the company receives scheme can vary depending on the actions presentations and charts used to be seen more clearly affairs reporting during. Organization charts reflect the work practices of an organization's culture. So what's the use?
- It is important to make the decision processes clear.
- It ensures that the works are carried out correctly and that they are delivered quickly.
- It supports the company's change processes and creates a clear roadmap.
- In order for these stages to become effective, organizational charts need to be put on paper. The most important question to be considered here is “How can we reach our goal faster if we manage this company?” should be.
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Parameters such as the levels of authority, the definition and extent of authorizations, and communication levels are not seen in the organizational charts, so additional tools are used and job descriptions are at the top of these. The job description is a document that shows what the employees do as a result of the analysis of a job, their bases and subordinates, their responsibilities, and their competencies to do the job. For this reason, establishing the organizational structure is very important in terms of company activities and performances. It is also vital for the internal functioning of the company. In today's conditions, businesses should create an organization and job descriptions that will realize the plans determined at the point of applying the selected policies and strategies. Successful implementation is highly dependent on organizational structure and job descriptions.
What is the Purpose of the Organization Chart?
In today's conditions, every company has its own policy and strategy. In order for the company to implement the strategy it has determined, it is necessary to design a well-structured organizational chart and job descriptions. This diagram clearly outlines the hierarchy within an organization and shows the relationships shared among each employee. These insights help employees understand who to report to and enable managers to appropriately delegate tasks and responsibilities between their teams. Organizations that use interactive and actionable organizational charts enjoy many more benefits that increase efficiency and facilitate communication.
Why are Job Descriptions Important?
Job descriptions help set and meet your expectations. A well-written job description will provide a solid basis for employers to communicate with their employees. Awareness of employee expectations also helps employers accurately assess performance. Job descriptions;
- It clarifies the employer's expectations of the employee and provides a clear definition of the tasks that the employee will perform. This clarity creates employee motivation.
- It provides clear reference points from which the employee's performance can be measured.
- It ensures that payment and rating systems are structured logically and fairly.
- It provides an impartial, authoritative reference tool for resolving issues, thus minimizing disagreements and arguments.
- It provides the employer with structure and discipline to clarify and structure all work.
- Identifies training and development areas.
- It forms the basis of job postings so that suitable candidates can be attracted.
- It forms the basis of interview questions that will help the employer identify the most suitable candidate and thus avoid an unsuccessful hire.
How to Prepare an Organization Chart?
Organizational charts (or hierarchy charts) graphically represent the structure of an organization. Its purpose is to demonstrate reporting relationships and chains of command within the organization. Employee names, titles, and job positions are often shown in boxes or circles with lines connecting them to other employees and departments. By looking at the company organizational chart, people can quickly understand how the organization is designed, the number of levels, and where each employee fits into the organization.
There is a big picture to be seen before preparing the company organizational chart. To complete this picture, the “What kind of structure should we design?” question must be answered. It would be a good practice to start from the management level while preparing the organizational chart. Here, after determining the roles, competencies, and responsibilities, it should be determined how the work will be distributed throughout the organization. Finally, it should be decided what kind of structure to work in. It should not be forgotten that the schemes are a living structure and should be renewed in parallel with the movements of the companies.
How are Job Descriptions Prepared?
Job descriptions are a useful, plain-language tool that explains the function and responsibilities of a position. It details who performs a job, how it will be completed, and the frequency and purpose of the job in relation to the organization's mission and goals. Job descriptions, which are created in harmony with the goals and processes of the institution, are one of the strategies that show the most effective results. Responsibilities should be fluent and understandable, written in clauses in a logical arrangement. Affiliated top managers, their subordinates if any, the name of the task, and the names that will reside in the place should be specified. Job descriptions should be reviewed occasionally for the company structure and updated when necessary. Job descriptions; Various reasons are used as a tool, such as setting salary levels, conducting performance reviews, clarifying duties, determining titles and pay grades, establishing reasonable compliance checks, and hiring.
Who Prepares Job Descriptions?
Job descriptions; Prepared for career planning, education, and legal requirements. A job description provides an employee with a clear and concise resource to use as a guide for job performance. Same way; a supervisor can use the job description as a measurement tool to ensure that the employee meets job expectations. The person who best applies the job descriptions prepares it. It should write down the daily, weekly, and monthly tasks of the person performing the task. These job descriptions written by the employee must be approved by senior managers and HR. It is very important to prepare a definition according to the job, not the person, because people may be temporary, but tasks are permanent.
How to Prepare an Organization Chart?
Organizational charts (or hierarchy charts) graphically represent the structure of an organization. Its purpose is to demonstrate reporting relationships and chains of command within the organization. Employee names, titles, and job positions are often shown in boxes or circles with lines connecting them to other employees and departments. By looking at the company organizational chart, people can quickly understand how the organization is designed, the number of levels, and where each employee fits into the organization.
There is a big picture to be seen before preparing the company organizational chart. To complete this picture, the “What kind of structure should we design?” question must be answered. It would be a good practice to start from the management level while preparing the organizational chart. Here, after determining the roles, competencies, and responsibilities, it should be determined how the work will be distributed throughout the organization. Finally, it should be decided what kind of structure to work in. It should not be forgotten that the schemes are a living structure and should be renewed in parallel with the movements of the companies.
Organization Chart Example
When creating an organization chart, it would be best to start from the management level. A general manager at the top, if any, department managers (such as human resources management, marketing, sales, finance management) can be created, then an organizational chart descending to their sub-units. This flow will enable all processes to be shaped more fluently and to be more understandable.
For example; an assistant manager falls directly under a manager on the organizational chart, which indicates that the assistant manager reports to the manager. Organizational charts can take several forms;
Hierarchical Organization Chart
The most common model, the hierarchical organization chart, places the highest-ranking individuals at the top of the graph and positions the lower-ranking individuals below them.
Flat Organization Chart
The flat organizational chart, also known as the "horizontal" chart, places individuals at the same level, providing greater equality of power and autonomous decision-making ability than employees in hierarchical businesses.
Matrix Organization Chart
This complex organizational structure groups individuals according to their common skills, departments they work for, and people they can report to.
Job Description Examples
Job descriptions can be given as an example from a recruiter's job description. First of all, the position must have credentials;
Corporate Title: Specialist
Operational Title: Recruitment Specialist
Institutional Position: Recruitment Department
Location: Head Office
Aces: Assistant Recruitment Specialist
Secondly, the institutional role of the job description and lastly the area of responsibility of the position should be specified. We, as Albert Solino, separate the competencies within themselves in the part we refer to as duties and competencies;
- Core competencies
- Functional competencies
- Administrative competencies In
In this context, we provide more descriptive information on both a better understanding of the position and what the future candidate should do, and what kind of competencies and responsibilities he should have. Competencies; Many examples can be given such as a 4-year university graduate, 3 years of experience, foreign language.