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1. Role Of HR In
Organizational Design
YOUR COMPANY NAME

2. Table of Contents
2
Elements of Organizational Design
Organization Design – Steps to Follow
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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 Organizational Design
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 Organizational Structure
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
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5. Types of Non-Hierarchical Organization 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
In a 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
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7. Departmentalization
7
5 Common Forms of 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
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A.

9. Geographical Departmentalization
9
Vice President
for Sales
+ 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
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B.

10. Product Departmentalization
10
Company Name
Mass Transit 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
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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
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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
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E.

13. $0.000
$50.000
$100.000
$150.000
$200.000
$250.000
$300.000
Jan-Mar 2018 Apr-Jun 2018 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 as Percentage 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
Net product 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
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17. Chain of Command and 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
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04

18. Line vs. Staff Authority
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
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Line Authority
Staff Authority

19. Levels & Span of 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.
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Make the task of managing easy by specifying levels and span of control
05

20. Roles & Responsibilities
20
Roles Responsibilities
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
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06

21. Onboarding Plan for the 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
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22. Onboarding Template
22
Create new
hire schedule
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
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Preparation Review/Assessment

23. Onboarding Template
23
Create
personnel file
Confirm receipt 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
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Human
Resources

24. Onboarding Template
24
Passkey order form
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
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I.T.
DEPARTMENT
Preparation Review/Assessment

25. Training Role TEAM TEAM 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
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26. Team Charter
Team Propose
Background
Team Leader(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
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07

27. Team Charter Template 2
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.)
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28. Team Charter Template 3
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
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01
02
03
04
05

29. Team Charter Template 4
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
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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
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31. Role of HR in Organizational Design Icons Slide
31

32. Additional Slides
32

33. Agenda
33
01
Agenda
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02
Agenda
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03
Agenda
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04
Agenda
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05
Agenda
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34. Company Introduction
34
Target Audience
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Preferred Many
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We are Creative
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Value Clients
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35. Our Mission Vision Values
35
Vision
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capture your audience's attention.
Mission
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capture your audience's attention.
Values
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36. Our Goals
36
01
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02
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03
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37. Organization Chart
37
Text
Here
Text HereText HereText Here
Text Here Text HereText Here
Text Here Text Here Text Here
Text Here

38. Comparison
38
40%
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Male
60%
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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%
2015 2016 2017 2018 2019 2020
InPercentage
Financial Year

40. Pie Chart
40
45%
Product 01
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60%
Product 02
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75%
Product 03
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41. Dashboard
41
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Text Here
50
100
0
20%
50
100
0
50%
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audience's attention.
Text Here

42. Linear Process
42
Text Here
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43. Circular Process
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44. Roadmap
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45. Timeline
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Start Finish
2016 2017 2018 2019 2020

46. Address
# Street number, city, state
Contact Number
0123456789
Email Address
emailaddress123@gmail.com
Thank You
46