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Role Of HR In Organizational Design PowerPoint Presentation Slides
The document outlines the role of HR in organizational design, detailing elements such as organizational structure, departmentalization, chain of command, and onboarding processes. It presents various types of organizational structures including hierarchical and non-hierarchical models, along with methods for effective departmentalization based on functions, geography, products, and customers. Additionally, it emphasizes the importance of clearly defined roles, responsibilities, and onboarding plans to enhance employee integration and productivity.
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Role Of HR In Organizational Design PowerPoint Presentation Slides
- 1. Role Of HRIn Organizational Design YOUR COMPANY NAME
- 2. Table of Contents 2 Elementsof Organizational Design Organization Design – Steps to Follow This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 7 Team Charter › Team Charter Template 2 › Team Charter Template 3 › Team Charter Template 4 4 Chain of Command and Line Authority › Line vs. Staff Authority 5 Levels & Span of Control › Text Here › Text Here 6 Roles & Responsibilities › Onboarding Plan for the New Hires › Onboarding Template › Onboarding Training Team 3 Number of Employees › Revenue Per Employee › Operating Expense as Percentage of Revenue › Employee Expenses › Statement of Operations 2 Departmentalization › Functional Departmentalization › Geographical Departmentalization › Product Departmentalization › Process Departmentalization › Customer Departmentalization 1 Organizational Structure › Types of Non-Hierarchical Organization Structure – Flat & Matrix › Matrix Organizational Structure
- 3. Elements of OrganizationalDesign 3 07.Team Charter 06.Roles & Responsibilities 04.Chain of Command & Line Authority 03.Number of Employees 02.Departmentalization 01.Organizational Structure 05.Levels & Span of Control
- 4. Organizational Structure 4 Non-Hierarchical OrganizationalStructure Few or no levels of middle management between staff and executives. Encourages individual work creativity instead of fixed roles. Mostly followed in small companies Hierarchy Organizational Structure Employees are grouped with every employee having one clear supervisor. Encourages responsibility and consistency Mostly followed in large companies Director Manager Manager Employee Employee Employee Employee Employee Employee Employee CEO Team Leaders Team Leaders Team Leaders Team Leaders Marketing Team Members Finance Team Members Ops Team Members HRM Members 01 Decide whether you want to have a hierarchy or an open organization structure This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 5. Types of Non-HierarchicalOrganization Structure – Flat & Matrix 5 Horizontal/Flat Structure Many levels of middle management are eliminated. Mostly adopted by small companies and start-ups in their early stage. Digital Marketing Designer B2B Service TeamBig Data Analysis Market Research C++ Programmer Tester HTML Editor Offline PromotionJava Programmer Product Development Flat Org Chart Example
- 6. Matrix Organizational Structure 6 Ina Matrix organizational structure, the reporting relationships are set up as a grid, or matrix, rather than in the traditional hierarchy. It is a type of organizational management in which people with similar skills are pooled for work assignments, resulting in more than one manager to report to. Customer Project A Customer Project B Customer Project C Martin King Project Manager John Doe Project Manager Leo Great Project Manager Chris Patt Project Admin David James System Eng. Jon Cluas Electronic Eng. Jake Son Software Eng. Halmen Mechanical Eng. Tom Cruise Assembly Mgr. Michele George Testing Mgr. Nick Miller Production Mgr. Michael Doe President Jack Wood Vice President HR Chrissy Lu Vice President - Marketing Jowan Daniel Vice President - Finance Celia Souzan Vice President Engineering Elli Cassandra Vice President- manufacturing Kym Fachtna Vice President - Projects This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 7. Departmentalization 7 5 Common Formsof Departmentalization E. Customer Departmentalization D. Process Departmentalization C. Product Departmentalization B. Geographical Departmentalization A. Functional Departmentalization Decide how you want to group the jobs in your organization 02
- 8. Functional Departmentalization 8 Functional Departmentalization- Group jobs according to function Plant Manager + Efficiencies from putting together similar specialties & people with common skills, knowledge,& orientations + Coordination within functional area + In – depth specialization - Poor communication across functional areas - Limited view of organizational goals Manager, Engineering Manager, Accounting Manager, Manufacturing Manager, Human Resources Manager, Purchasing This slide is 100% editable. Adapt it to your needs and capture your audience's attention. A.
- 9. Geographical Departmentalization 9 Vice President forSales + More effective and efficient handling of specific regional issues that arise + Serve needs of unique geographic markets better - Duplication of functions - Can feel isolated from other organizational areas Sales Director, Western Region Sales Director, Southern Region Sales Director, Midwestern Region Sales Director, Western Region Geographical Departmentalization - Groups jobs according to geographic region This slide is 100% editable. Adapt it to your needs and capture your audience's attention. B.
- 10. Product Departmentalization 10 Company Name MassTransit Sector Mass Transit Division Division XYZ Recreational & Utility Vehicles Sector Recreational Products Division Logistic Equipment Division Industrial Equipment Division Text Here Rail Products Sector Rail & Diesel Products Division + Allows specialization in particular products and services + Managers can become experts in their industry - Closer to customer - Duplication of functions - Limited view of organizational goals Product Departmentalization - Groups jobs by product line This slide is 100% editable. Adapt it to your needs and capture your audience's attention. C.
- 11. Process Departmentalization 11 Plant Superintendent Sawing Department Manager Planning& Milling Department Manager Assembling Department Manager Lacquering & Sanding Department Manager Finishing Department Manager Inspection & Shipping Department Manager + More efficient flow of work activities - Can only be used with certain types of products Process Departmentalization - Groups Jobs on the Basis of Product or Customer Flow This slide is 100% editable. Adapt it to your needs and capture your audience's attention. D.
- 12. Customer Departmentalization 12 Director of Sales +Customers’ needs and problems can be met by specialists - Duplication of functions - Limited view of organizational goals Manager, Retail Account Manager, Wholesale Accounts Manager, Government Accounts Customer Departmentalization - Group jobs on the basis of specific and unique customers who have common needs This slide is 100% editable. Adapt it to your needs and capture your audience's attention. E.
- 13. $0.000 $50.000 $100.000 $150.000 $200.000 $250.000 $300.000 Jan-Mar 2018 Apr-Jun2018 Jul-Sep 2018 Oct-Dec 2018 Jan-Mar 2019 Apr-Jun 2019 Jul-Sep 2019 Oct-Dec 2019 RevenuePerEmployees Revenue Per Employees Quarterly Revenue Per Employee, 2018 -2019 Number of Employees 13 Benchmarks to Decide the Number of Employees Revenue Per Employee Decide how small or big you want the organization to be graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 03.
- 14. Operating Expense asPercentage of Revenue 14 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0% 45.0% 50.0% Q1 2015 Q2 2015 Q3 2015 Q4 2015 Q1 2016 Q2 2016 Q3 2016 Q4 2016 Q1 2017 Q2 2017 Q3 2017 Q4 2017 Q1 2018 Q3 2018 Q3 2018 Q4 2018 Q1 2019 Q2 2019 As a Percentage of Revenue Operating Expenses as a Percentage of Revenue graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
- 15. 1.5% 4.1% 0.9% 0.8% 3.4% 33.6% 0% 5% 10%15% 20% 25% 30% 35% Contract Labor Costs,incl. Temporary Help Other Fringe Benefits Defined Contribution Plans Defined Benefit Pension Plans Health Insurance Annual Payroll Employee Expenses 15 Employee Expenses 44.3% graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. Operating Expenses Breakdown
- 16. 2017 2018 2019 Netproduct sales 70,080 79,268 94,665 Net service sales 18,908 27,738 41,322 Total net sales 88,988 107,006 135,987 Operating expenses: Cost of Sales 62,752 71,651 88,265 Fulfillment 10,766 13,410 17,619 Marketing 4,332 5,254 7,233 Technology & content 9,275 12,540 16,085 General & administrative 1,552 1,747 2,432 Other operating expense, net 133 171 167 Total operating expenses 88,810 104,773 131,801 Operating income 178 2,233 4,186 Interest income 39 50 100 Interest expense (210) (459) (484) Other income(expense),net (118) (256) 90 Total non-operating income (expense) (289) (665) (294) Income (loss) before income taxes (111) (1,568) 3,892 Provision for income taxes (167) (950) (1,425) Equity-method investment activity, net of tax 37 (22) (96) Net income (loss) (241) 596 2,371 Basic earnings per share (0.52) 1.28 5.01 Diluted earnings per share (0.52) 1.25 4.90 Weighted-average shares used in computation of earnings per share: Basic 462 467 474 Diluted 462 477 484 Statement of Operations 16 Year Ended December 31. In $ MM SG&A Expenses This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 17. Chain of Commandand Line Authority 17 Chief Executive Officer Executive Vice President President Executive Vice President Vice President Vice President Vice President Vice President Vice President Region 1 Region 2 Region 3 Region 4 Region 5 District A District D District F District GDistrict B District C District E Establish the chain of command so that who reports to who is clear to all This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 04
- 18. Line vs. StaffAuthority 18 Assistant to the Executive Director Unit 1 Manager Unit 2 Manager Other Human Resources Operations Purchasing Human Resources Operations Purchasing Other Executive Director Other Directors Director of Purchasing Director of Operations Direction of Human Resources This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Line Authority Staff Authority
- 19. Levels & Spanof Control 19 1 4 16 64 256 1024 4096 4096 512 64 8 1 Contrasting Spans of Control Member of Each Level OrganizationalLevel (Highest) (Lowest) 1 2 3 4 5 6 7 Span of 4: Employees: = 4,096 Managers (Level 1-6) = 1,365 Span of 8: Employees: = 4,096 Managers (Level 1-4) = 585 Assuming Span of 4 Assuming Span of 8 Span of control refers to the number of employees who can be effectively supervised by a manager. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Make the task of managing easy by specifying levels and span of control 05
- 20. Roles & Responsibilities 20 RolesResponsibilities 01Add your text here Add your text here 02Add your text here Add your text here 03Add your text here Add your text here 04Add your text here Add your text here 05Add your text here Add your text here 06Add your text here Add your text here Ensure roles and responsibilities of each position is clearly outlined This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 06
- 21. Onboarding Plan forthe New Hires 21 › Learn the tools: Content management system › Become comfortable with the company’s culture: Weekly lunch with the team, attend company values & history training › Learn the company’s product: Attend 2 product demos › Complete a small project: Learn social media platforms & begin monitoring online conversations › Achieve a small goal: Learn & adopt company’s brand voice › Complete a project independently: Create a monthly webinar calendar & coordinate webinar development & execution plan › Take on bigger responsibilities: Take over case study development › Be able to juggle all responsibilities: Manage responsibilities via the marketing calendar › Complete a big project: Finalize conference-planning activities › Take on larger-term responsibilities: Learn metrics tracking tools & begin weekly analytics measurements › Work with other teams: Collaborate with PR team to pitch conference speaking opportunities › Get used to routine processes: Weekly meetings, metrics, & daily tasks By 30 Days By 60 Days By 90 Days Goals This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 22. Onboarding Template 22 Create new hireschedule Add/invite to existing meetings Welcome upon arrival Ask how first weeks went Assess progress Performance review Performance review Designate peer mentor Call to confirm start date and time Guide to work station / office Assist with any questions Make any further introductions Review short and long-term goals Review short and long- term goals Discuss relocation, if applicable Create welcome packet Deliver prepared welcome packet Review training schedule Identify and address learning needs Answer any questions Answer any questions Identify HR point of contact Inform department, HR, and IT Discuss break / meal policies Review all technology functionality Make any responsibility adjustments Schedule any pertinent training Discuss trial period, if applicable Touch base with peer resource Introduce increasingly complex projects Introduce to designated peer resource Discuss current projects Confirm receipt/functionality of passkeys Review company mission statement Identify and address learning needs Upon hiring Before start date First day(s) First week(s) End of first three months End of first six months End of first year Onboarding Supervisor/Mentor MANAGER ONBOARDING PROCESS This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Preparation Review/Assessment
- 23. Onboarding Template 23 Create personnel file Confirmreceipt of all recruitment docs Connect to complete any paperwork Review company policies Performance review Confirm offer letter receipt/acceptance Review portal Ask employee how first weeks went Confirm background check completion Sign offer letter, if necessary Ask manager how first weeks went Communicate business practices Enroll in any benefits / services Communicate business policies Discuss company culture and work style Enroll in new hire briefing, webinar, etc. Upon hiring Before start date First day(s) First week(s) End of first three months End of first six months End of first year Preparation Onboarding Review/Assessment ONBOARDING PROCESS This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Human Resources
- 24. Onboarding Template 24 Passkey orderform Review software, ‘hardware, printers, etc. Temporary access for contract new hire Confirm email setup Software acquisition Confirm phone setup Print driver setup Review tech acceptable use policies Mobile device, if applicable Assist with online directory setup Hardware setup Network setup Upon hiring Before start date First day(s) First week(s) End of first three months End of first six months End of first year Onboarding ONBOARDING PROCESS This slide is 100% editable. Adapt it to your needs and capture your audience's attention. I.T. DEPARTMENT Preparation Review/Assessment
- 25. Training Role TEAMTEAM MEMBER Onboarding Training Team 25 Creating training content L&D Alex Sander Managing of content in LMS L&D Mark Twix Company operations & culture expert HR Celia Souzan Marketing subject expert Marketing Sellena Brave Training & assessment manager Marketing Leona Sweet This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 26. Team Charter Team Propose Background TeamLeader(s) Stakeholder Needs/Expectations Team Members Skills Expectations Mission & Vision Objectives What does success look like? Principles Mission Statement Team Members Roles/ Responsibilities Name Role Budget and Resources Internal Checks, Balances, and Reviews Operations Assignments Expectations Meetings Expectations Communication Expectations Decision Making Expectations Status Updates Expectations Signature Team member Team Member Assessment and Evaluations Team Member Evaluation Team Charter 26 Prepare a team charter to lead the team towards delivering goals This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 07
- 27. Team Charter Template2 27 Team Charter What are our objectives? (Define the purpose and mission of this team) Who is involved? (Team members, on point, stakeholders, who to inform) How will we measure progress? (Define how the team will know that they have been successful. Discuss individual values & goals ensure that they align with the team’s.) Who will do what? (Define the skills, roles, and responsibilities of each member; decline who will do what.) What are our milestones? (Define the major activities and time frames.) What are our expectations? (Group rules for performance and decision making.) This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 28. Team Charter Template3 28 Team Members Who is on the team? Each team member list 2 of their strengths and 2 of their weaknesses to help better understand each other. Name Here Strengths: › Text here Weaknesses: › Text here Core Values What do you care about? Discuss which shared values can help guide how you approach your work & how you collaborate with each other. Group Norms How will you work? Establish a framework of ideals that you can expect each other to abide by. Roles What roles are necessary? Determine the types of roles that will keep the team focused & drive productivity. Metrics of Success What does success look like to you? Consider how success can be measures beyond a letter grade or score. 1. Brainstorm: Use sticky notes to show your thoughts. › Add your text here › Add your text here › Add your text here 2. Consolidate: Choose your group top 6-8 values. › Add your text here › Add your text here › Add your text here 3. Revise: Turn your notes into collective sentence › Add your text here › Add your text here › Add your text here 1. Brainstorm: Use sticky notes to show your thoughts. › Add your text here › Add your text here › Add your text here 2. Consolidate: Choose your group top 6-8 values. › Add your text here › Add your text here › Add your text here 3. Revise: Turn your notes into collective sentence › Add your text here › Add your text here › Add your text here 1. Brainstorm: Use sticky notes to show your thoughts. › Add your text here › Add your text here › Add your text here 2. Consolidate: Choose your group top 6-8 values. › Add your text here › Add your text here › Add your text here 3. Revise: Turn your notes into collective sentence › Add your text here › Add your text here › Add your text here 1. Brainstorm: Use sticky notes to show your thoughts. › Add your text here › Add your text here › Add your text here 2. Consolidate: Choose your group top 6-8 values. › Add your text here › Add your text here › Add your text here 3. Revise: Turn your notes into collective sentence › Add your text here › Add your text here › Add your text here Name Here Strengths: › Text here Weaknesses: › Text here Name Here Strengths: › Text here Weaknesses: › Text here Name Here Strengths: › Text here Weaknesses: › Text here Name Here Strengths: › Text here Weaknesses: › Text here Name Here Strengths: › Text here Weaknesses: › Text here Name Here Strengths: › Text here Weaknesses: › Text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 01 02 03 04 05
- 29. Team Charter Template4 29 Scope What Not: Within & outside the scope of the team. › Scope and limits of formal authority. › Area of influence or what it may do with permission. › Shared responsibilities or areas in which team members are expected to Initiate action to support others Values How: Team do business, treats others. › Grounds operational norms › Constitute team’s belief system › Fundamental of intrinsic motivation › Basis for Empowerment › Foundation of improvement Mission Why: Reason the team exist. › Alignment to core business activities › Project or department mission › Why team come to work 01 04 07 Roles & Responsibilities Who: Each member’s contribution, unique skills and strengths. › Functional :- by profession, e.g.: Architect, UX designer, Developer, Scrum Master, etc. › Non – Functional :- by team character, e.g.: Encourager, Harmoniser, Compromiser, Observer, Gatekeeper Fun Events Wow: Events the team celebrate success & failures Use shared ceremonies, parties, and fun events for › Team Building › Building & Strengthening Working Relationships › Individual Relaxing › Building Empathy Goals What: Are measurable team outcome / performance, benchmarks towards constant improvement. › What you as a group you want to achieve? › What is your key goal that is S.M.A.R.T? 02 05 08 Strength & Skills Which: Strength & skills the team have › What are the skills in the team that help us a achieve our goals? › What are interpersonal / soft skills that we have? › What are we good at, individually and as a team? Weakness & Risks Which: Weaknesses the team have › What are your things that would hinder you? › What skills/competences do the team lack? › What are your overall strengths as a team? Norms How: Team interacts, makes decisions, resolves conflict, and relays information. › Code of conduct & safe environment › Decision making guidelines › Conflict resolution process › Improvement / Change guidelines › Internal & external Communications › Meeting guidelines › Team additions / terminations › Workload distribution 03 06 09 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 30. Organization Design –Steps to Follow 30 › Analysis of current organization structure, line and span of control, management and workers › Roll out survey to find positive and negative opinions regarding current structure › Hold training workshops on org design › Create revised org structure, span of control and reporting structure based on analysis › Hold more training workshops to brainstorm areas of improvement › Create team charter with mission, goals, team members roles and expectations › Finalize the team charter with mutual discussion and collaboration › Plan the organization restructuring plan in consultation with management and HR › Create the change management plan with key initiatives & deadlines › Use scorecard to analyze the transformation as and when it is implemented › Monitor the change and hold training programs to see the impact of changes ANALYSIS BLUEPRINT PLAN IMPLEMENT 01 02 03 04 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 31. Role of HRin Organizational Design Icons Slide 31
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- 33. Agenda 33 01 Agenda This slide is100% editable. Adapt it to your needs and capture your audience's attention. 02 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 03 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 04 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 05 Agenda This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 34. Company Introduction 34 Target Audience Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. Preferred Many This slide is 100% editable. Adapt it to your needs and capture your audience's attention. We are Creative This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Value Clients This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 35. Our Mission VisionValues 35 Vision This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Mission This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Values This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 36. Our Goals 36 01 This slideis 100% editable. Adapt it to your needs and capture your audience's attention. Text Here 02 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here 03 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here
- 37. Organization Chart 37 Text Here Text HereTextHereText Here Text Here Text HereText Here Text Here Text Here Text Here Text Here
- 38. Comparison 38 40% This slide is100% editable. Adapt it to your needs and capture your audience's attention. Male 60% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Female
- 39. Bar Chart 39 80% 50% 50% 60% 50% 20% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 20152016 2017 2018 2019 2020 InPercentage Financial Year
- 40. Pie Chart 40 45% Product 01 Thisslide is 100% editable. Adapt it to your needs and capture your audience's attention. 60% Product 02 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 75% Product 03 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 41. Dashboard 41 This slide is100% editable. Adapt it to your needs and capture your audience's attention. Text Here 50 100 0 20% 50 100 0 50% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here
- 42. Linear Process 42 Text Here Thisslide is 100% editable. Adapt it to your needs and captu.re your audience's attention. 1 Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. 4 Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. 3 Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. 2 Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. 5
- 43. Circular Process 43 Text Here Thisslide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention.
- 44. Roadmap 44 Text Here This slideis 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention.
- 45. Timeline 45 Text Here This slideis 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and captu.re your audience's attention. 01 02 03 04 05 Start Finish 2016 2017 2018 2019 2020
- 46. Address # Street number,city, state Contact Number 0123456789 Email Address [email protected] Thank You 46