Organizational Structures and Human Resources Management
Organizational Charts
Purpose
- Informational: Provides a general overview of the company’s structure.
- Analytical: Analyzes the company’s structure in detail.
Size
- General: Encompasses the entire organization.
- Partial: Focuses on a specific part of the company.
Length
- Organizational Unit: Represents hierarchically ordered elements.
- Organization of the Group: Represents a set of independent units.
Information Provided
- Organizational Structure Chart: Shows components, hierarchy, and relationships.
- Functional Organization Chart: Details the roles of different elements.
- Organizational Plan: Reflects positions, job titles, and responsibilities.
Form
- Branched: Shows lines of authority and hierarchy (vertical or horizontal).
- Circular: Uses concentric circles to represent authority levels.
- Combined: Combines elements of branched and circular forms.
Organizational Forms
Simple Forms
- Linear Model: Based on hierarchy and unity of command.
- Functional Model: Based on division of labor, specialization, and departmentalization.
Complex Forms
- Line-Functional Model: Combines linear and functional models.
- Divisional Model: (Content not provided)
- Matrix Model: (Content not provided)
Functional Areas
Production Area
Transforms inputs into outputs. Monitors processes, methods, and technologies.
Commercial Area
Responsible for product aspects, pricing, distribution, advertising, and promotion. Aims to increase sales.
Financial Economic Area
Manages company funds, investments, and profitability.
Human Resources Area
Manages personnel, employee relations, and motivation.
Management Area
Controls the company through documentation management.
Human Resources Department
Responsibilities
Personnel Management
- Workforce planning
- Job description
- Recruitment and selection
- Onboarding of new workers
- Job evaluation and compensation
- Performance evaluation
- Training and development
- Employee relations
- Risk prevention
Personnel Administration
- Payroll processing
- Social security arrangements
- Absenteeism control
- Procedures for violations and penalties
- Recruitment process
- Termination of employment procedures
- Information management
Workforce Planning
Defines objectives, designs systems, quantifies resources, and sets timeframes for personnel needs.
Effective Workforce Planning
- Determines staffing requirements.
- Defines roles of new jobs.
- Assesses staff effectiveness and potential.
- Collects data on individual workers and overall staff.
Types of Workforce Planning
- Short-term (less than one year): Uses historical data, job inventory, and production schedules.
- Long-term (more than one year): Considers environmental changes and business strategies.
Job Description
Defines a job’s purpose, functions, and required skills, expertise, and responsibilities.
Benefits of Job Descriptions
- Optimizes organizational structure.
- Improves staff allocation.
- Enhances training programs.
- Facilitates performance evaluation.
- Supports workplace safety and health.
- Enables professional development planning.
Industrial Relations
Manages labor obligations arising from laws and collective agreements.
Prevention of Occupational Risks
Implements activities to prevent workplace accidents and illnesses.
Personnel Administration
Payroll Preparation
The payslip documents wage payments and includes:
Wage Perceptions
- Base pay: Pay per unit of time or work.
- Salary supplements: Fees that increase base salary.
- Overtime: Pay for work exceeding normal hours.
- Extraordinary payments: Typically two payments per year.
- Wages in kind: Non-monetary compensation (max 30% of total).
Non-Wage Payments
- Expenses incurred due to work.
- Social security benefits.
- Compensation for transfers, suspensions, or dismissals.
Deductions
Amounts that reduce wages (social security and income tax).
Other Personnel Administration Tasks
- Social security processes
- Absenteeism control
- Procedures for violations and penalties
- Recruitment process
- Termination of employment procedures