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An organizational structure refers to the structure of relationships, responsibilities and authorities through which a business aims to achieve its objectives. Jobs or roles, then, have to be created to meet organizational requirements. Some public sector companies have job or corporate ladders which do not apply to private firms. When public sector employees move to the private sector, they insist on having a similar organizational structure. This causes a 'misfit' in management, and can further add cost to the hiring company.
A colleague hired a local candidate as HR Executive Director. The job holder, given room to create positions, asked to fill an unbudgeted HR director job. However, there is no real difference between an ED's and a director's post, reflecting a clear overlap in the structure. Current IT-savvy management does not require managers to manage others so that focus does not shift to managing people, rather on processes.
Another MD told me that he spent 80% of his time managing 500 employees. He does not have time to do his work to improve the business. In this case, there is a missing element: delegation of authority (DOA).
In some companies, documents travel to many desks despite having an email system. An internal audit role becomes a 'biting dog' rather than a 'watchdog' post. Auditors insist on signed documents; otherwise, they suspect fraud. Compliance issues lead to lengthy procedures to clear CEO decisions. With managers, vice-presidents, and other professionals involved, why is there a need for internal audit and compliance? Is this a sign that firms can and do end up employing people with questionable ethics? People must be ethically fit to work and learn principles.
It would be more efficient to have every line manager act as an HRD manager of sorts. The whole company can be HR-oriented without a need for a formal HR department. HR system tasks will be handled by every functional manager as part of their key accountabilities. Similarly, employees will be quality oriented, and must be able to deliver excellent service as part of their self-development goals.
• Jobs or roles are created to meet organizational requirements
• Companies may differ in the structure of their corporate ladders
• Organizations can be more efficient by streamlining processes
Source: Dr. Pon Mohaideen Pitchai, Special to Jobs & Careers
The writer is an HR and Management Consultant, Dubai