Company Organization Chart and Job Descriptions

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.

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.

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.

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.