AY 2015-2016

 LO1: Organizing as a Function of Management

 LO2: Fundamentals in the Organizing Process
 LO3: Organization and its Types
 LO4: Organizational Chart and its Types
 LO5: Reorganization, Departmentalization,
Delegation
 LO6: Human Resource Management
 LO1: Organizing as a Function of Management

 Organizing is the process of grouping

together of men and establishing
relationships among them, defining the
authority and responsibility of personnel by
using the company’s other basic resources to
attain predetermined goals or objectives.
 Weakness in organization is a positive sign
because it induces the people to attain
teamwork.
 LO2: Fundamentals in the Organizing Process

1. The structure must reflect objective and

plans because activities of the organization are
based on them.

2. The structure must reflect authority given

to top and middle management.
3. The organization structure should reflect
their external environment --- political,
economic, technological, social and ethical.

4. The organization must be manned --- must

consider people’s limitations, customers, and
traditions.
 LO3: Organization and its Types

Organization is the backbone of the successful

enterprise, the solid foundation upon which
the entire business is built.
 Types of Organization Structures:

1. Line Organization – this is the simplest form

of structure and refers to a direct straight line
responsibility and control from the top
management to the middle management and
to the lower level.

2. Line and Staff Organization – this utilizes

assistance of experts or specialists.
3. Functional Organization – it utilizes the
purer services of experts or specialists.

4. Committees – these are created to

undertake special activities than routinary
activities.
a. Ad Hoc Committee – this undertakes
temporary activities.
b. Standing Committee – this is sometimes
called permanent committee which
undertakes permanent activities, such as
the budget committee.
 LO4: Organizational Chart and its Types

An organizational chart is a diagram or

drawing showing the important aspects of an
organizational structure as a whole, providing
easier direction and control of activities.
Types of Organizational Chart:

1. Master Chart of Chart of Authority – it shows

the entire organizational structure.

2. Functional Chart – it shows at a glance the

functions and activities of the positions and or
departments. It shows the major
responsibilities of departments or positions.
3. Personnel Chart – it shows the departments
in the same relative manner as the functional
chart. But instead of listing the functions, the
titles of the positions or the names of persons
are indicated.
 LO5:Reorganization, Departmentalization,
Delegation

Reorganization – is the process by which an

existing organization undergoes changes in the
size and shape of the organization structure.

Departmentalization – results from the

grouping of work, the desire to obtain
organization units of manageable size, and to
utilize managerial ability.
Delegation – it is the process of entrusting and
transferring responsibility and authority by the
top management to the lowest level:

a. Responsibility – this is the work or duty

assigned to a particular position. This can be
delegated.
b. Authority – it refers to the power or the
right to make oneself obeyed.

c. Accountability – is given to the person who

accepts the responsibility and is accountable
only to the extent that he is given the
authority to perform.
 Formal vs. Informal

 Centralized vs. Decentralized

 Flat Structure vs. Tall Structure

 LO6: Human Resource Management

Approaches in Human Resource Management

1. Mainstream Approach
2. Multistream Approach
1. Job Analysis and planning – identify what
people need to do

Mainstream Approach:
• Focus on the individual job
• Use input primarily from jobholders
• Emphasize efficiency
Multistream Approach:
• Focus on context or team
• Use input from multiple stakeholders
• Emphasize meaning
2. Staffing – get the right people on board

Mainstream Approach:
• Recruit from traditional applicant pools
• Select members based on their individual
performance potential
• Use the input of managers
Multistream Approach:
• Recruit from marginalized or minority
applicant pool
• Select members based on their growth or fit
• Use the input of co-workers
3. Performance management – provide
sufficient feedback and rewards for people

Mainstream Approach:
• Use appraisals to reward members
• Recognize individual performance
• Reinforce independence through individual
incentives and rewards
• Focus on financial rewards
Multistream Approach:
• Use appraisals to develop members
• Recognize collective performance
• Reinforce community through group-based
incentives
• Balance financial and non-financial rewards
4. Training and development – prepare and
develop people

Mainstream Approach:
• Provide training in exchange for short-term
production
• Favor organizational needs over personal
development.
Multistream Approach:
• Provide training as a long-term investment in
people
• Favor personal development over
organizational needs
HRM Modules:
1. Recruitment
a. Internal
b. External
2. Compensation and Benefits
a. Basic salary
b. Commissions and bonuses
c. Leave credits
3. Attendance Monitoring >> Leave Credits
4. Performance Evaluation
a. Attendance
b. Compliance
c. Evaluation of immediate supervisors
d. Peer evaluation
5. Training and Development
6. Payroll (compensation benefits and
attendance)