Organization planning begins with
two questions -
1 What
is our present organization structure and personnel
inventory?
2 Anticipating
our products and services of the future,what sort of organization and what
talents will enable us to manage our 'business most
efficiently in the years ahead?
It is with these two questions in
mind that the organization charts that follow have been prepared.
To attain a 20% ,rate of growth and
reach a sales volume of Rs.44 crores by 1981, it soon becomes apparent that
Switchgear Division, before long, must assume all functional responsibilities
under a Divisional Manager, who will directly report and be responsible to the
Board of Directors. An organization of the kind pictured cannot arrive
tomorrow. It must be here by 1970 if the challenge of the 70s is to be faced
boldly. The demands made on such a management team will be tremendously
complex.
Of the two essential, assets, management
is by far the more significant. With a highly talented team organized so
that each member can make maximum use of his ability, most companies quickly
arrive at a' position enabling them to obtain the working capital they
need.
Even before we can get down to
organizing, the unresolved questions are-
Wherefrom to recruit and how to
retain these highly "talented men?
Will such large scale executive
recruitment from outside upset the balance of the existing organization?
Even when we had time, recruitment
remained a painstakingly slow process fraught with frustrations and
uncertainty of the choice made.
Now we are a people in great hurry
with little time on our hands. At the same time we want to be very sure
that we have the right kind of people in the right positions. The stakes are so
high that we have to be very right in all our moves.
The foregoing suggests that we
cannot depend on a large scale recruitment of talents from outside but we must
necessarily develop these from within. An organization chart as it might appear
in 1970, supplemented by job specifications of every position shown thereon,
would be our best guide to the type of talents will require.
Here then again we have a concrete
basis for
-
to train whom?
-
to train for what?
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