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Transcript of Osd Project
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ASSIGNMENT
Of
ORGANIZATION STRUCTURE DESIGN AND HRP
SUBMITTED TO: SUBMITTED BY:
PARUL YADAV MBA-HR (2010-12)
SECTIONC
ADITI KAKKAR
PALAK SINGHAL
ANURADHA
DIVAYANSHU SOLANKI
ISHITA MOHINDRA
SROBONA DUTTA
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NAME OF THE ORGANIZATION
Ignite e- solutions pvt. Ltd.
HISTORY
Ignite e- solution pvt. Ltd. was established in the year 2005 by Divyanshu Solanki and
Anuradha . In early 2005, on the campus ofIndian Institute of Technology, Delhi, these students
found themselves sharing the same course of software engineering. After graduating from IIT,
they developed ignite esolutions pvt. ltd. It was initially set up in Noida; later it spread to other
parts of Delhi and Gurgaon.
These Two software engineers worked in TCS in u.s branch and found that every business now
a days is conducted online and the existing operations of advertisements , recruitment, marketing
, selling , purchasing are getting minimum.
The stakeholders and consumers are linked online trough various networks.
They came to india in 2005 and found that there is a high attrition rate in India and the economy
faces a loss of 600 billion every year . they introduced the a social business software named
business hub in order to link the employees , shareholders and the other stakeholders for the
purpose of :Better innovation
Better communication
Employee stability
Employee motivation
Reward and recognition
The consumer segment the company is catering to :
They are involved in B2B business , and their consumers are the other business organizations.
To accomplish in the next 5 years:
The organization wants to expand its market share by 1 million users.
It wants to be the best business solution provider
http://en.wikipedia.org/wiki/Indian_Institute_of_Technology,_Delhihttp://en.wikipedia.org/wiki/Indian_Institute_of_Technologyhttp://en.wikipedia.org/wiki/Indian_Institute_of_Technologyhttp://en.wikipedia.org/wiki/Indian_Institute_of_Technology,_Delhi -
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It is an IT Solutions Company that provides services in the field of social business software
development, IT Outsourcing, Software Development, ERP Development, Website Design and
Development and other web services like web application development, portal development, etc.
At ignite, the believe is in 100% client satisfaction. a job is not considered to be done unless the
client is satisfied with the end results. the Professionals provide clients with just the right kind of
technical expertise required for success of their business. the Latest Software Development
practices are followed and offered to various clients the most efficient business
solutions. Having served to Clients from all over Delhi , the organization has established a niche
for quality service at an affordable price.
The organizations Clientele constitutes of customers from different paths of life. It has client in
SMEs, Education sector, Healthcare sector, Government Sector, etc. It was the companys
unmatched experience and strong technological competence that has enabled it to deliver
scalable solutions which have met every ones needs and expectations with regards to cost,
quality and timeframes.
Moreover, the organization delivers the highest business value at the lowest total cost of
ownership i.e worth for money and with the type of solutions and services
WHY ignite esolutions pvt. Ltd. ?
Wide range of Products: From a customized Software application to manage ones business to a
web site to showcasing the products, the organization provides it all at. are a one stop
solution to all the I.T needs. The services given the clients flexibility to choose from different
array of products and Technologies. The I.T Solutions provided by are Quality assured,
efficient and Easy to use.
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100% Client Satisfaction and Timely Delivery of Projects: This is the backbone of the
Company. Timely delivery of Projects is what the company has always aimed for and tries to
finish and deliver most of the projects before time.
MISSION:
To grow in recognition and respect , through pioneering and leading the effective deployment of
technology and knowhow and seeking to play a key role in technology and solutions for the benefit of
man- kind and emerging as indias best business solution software provider.
VISION:
VALUES , MOTIVES AND BELIEFS
Growth is derivative of the growth of each individual, its the duty of each to espouse and give affect to
the values , motives and belives sated:
People
Having a positive regard for every employee
Fostering carrer building by creating opportunities
Expecting each to contribute to the process of organization building thus deriving pride loyalty and
emotional ownership.
Quality and value
Meeting any and every commitment made irrespective of any cost that has to be incurred
Ensuring stability , through the process of delivering the best .
SERVICES
Expert guidance.
Besides SBS customization and deployment, it need to ensure successful adoption and
participation to meet the business objectives.
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ignite offers a full range of services spanning the entire life-cycle of Social Business Software
implementations. it dosen't take a cookie cutter approach; from project inception through
implementation and beyond, the team partners closely with customers to develop and implement
a solution tailored to their business demands.
the solution consultants are passionate about using technology to transform how work gets done
in the enterprise. Each brings a rich set of best practices and proven methodologies to each
engagement that's based on deep experience with enterprise deployments, including 15% of the
Fortune 500. the technical delivery team leverages unparalleled domain expertise to rapidly
analyze and implement powerful business solutions.
Strategic Consulting
Ensuring that one gets full and lasting value out of our solutions is our top priority. Learn best
practices and proven methodologies.
Technical Consulting
the technology consultants are experts at assimilating the business vision into a technical
blueprint for SBS customization and implementation. From installation, configuration and tuning
through enterprise application integration, our consultants understand the "why" every bit as
much as the "how".
Education
Learning how to properly use, administer, and customize Jive Social Business Software is an
important key to your success. Get the team ramped up quickly with instructor-led courses,
remote webinars, and self-paced distance learning programs.
Support Services
the experienced support team provides enterprise-class service and offers a wide range of service
levels depending on your business needs.
http://www.jivesoftware.com/services/strategic-consultinghttp://www.jivesoftware.com/services/technical-consultinghttp://www.jivesoftware.com/services/educationhttp://www.jivesoftware.com/services/supporthttp://www.jivesoftware.com/services/supporthttp://www.jivesoftware.com/services/educationhttp://www.jivesoftware.com/services/technical-consultinghttp://www.jivesoftware.com/services/strategic-consulting -
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WORKING METOHD
Requirements and Proposals
Development
Members of the Organization and their Designations:
1. CEODevyanshu2.
Research & Development HeadAnuradha
3. Creative HeadPalak Singhal4. IT HeadAditi Kakkar5. Marketing HeadSrobona Dutta6. Finanace HeadIshita Mohindra
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SIZE OF THE ORGANIZATION
The Organizations size is determined by number of its employees, the largeness of its operation,
and its market reach and share. It also poses a very different challenge for the organizations
leaders, while small organizations are build for innovation, large are meant for operational
efficiency. The skills necessary for entrepreneurship are quite different from that of running a
large and diverse organization, large organizations requires more concern for people, controlling
specialized departments and a talent for sensing issues buried deep in the organization.
Our organization has a small organization structure.
The organization has 21 on- roll employees and 10 off- roll employees.
TYPE OF ORGANIZATION
Flat Organization A flat organization structure is one that has few layers of reporting and
authority. Organization structure with few layers of reporting often translates to less bureaucracy.
Hence, decisions are taken faster and the company is mobile and agile. When done right, a flat
structure can lead to greater levels of efficiency, competitiveness, and profitability.
Features:
Flat organizational structures are usually much wider than they are tall. The width of the flatter organization is comprised of various departments. For example, a
company president may have managers of marketing, engineering and finance reporting
to him. Managers may, in turn, have support or clerical people working for them.
Consequently, the company may only have three levels of employees.
A taller organizational structure contains many different levels or tiers. The tiers orechelons are what give a larger company its height or tallness.
Advantages of flat Organisations Disadvantages of flat Organisations
More/Greater communicationbetween management and workers.
Workers may have more than one
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manager/boss.
Better team sprit. May limit/hinder the growth of theorganisation.
Less bureaucracy and easierdecision making.
Structure limited to smallorganisations such as partnerships,
co-operatives and some private
limited companies.
Fewer levels of management whichincludes benefits such as lower
costs as managers are generally
paid more than worker.
Function of each department/personcould be blurred and merge into the
job roles of others.
STRUCTURE OF THE ORGANIZATION
FUNCTIONAL STRUCTURE
Benefits of the Structure: One line of Business Divided on the basis of functions Horizontal Differentiation Operational Excellence Facilitates Specialization.
CEO
CREATIVE HEAD IT HEAD MKTG HEAD FINANCE HEAD
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Advantages of Functional Structure:1. The workforce will be divided into specialized groups and employees will have no
difficulties in understanding what is expected of them.2. All duties and responsibilities are clearly defined so that there will be no unnecessary
replication of work.
Disadvantages of Functional Structure:1. Departments can become limited to their own position in the company, and so become
short-sighted rather than proactive.2. This potentially leads to a jumble of work styles and a lack of communication.
SPAN OF CONTROL
A span of control is the number of people who report to one manager in a hierarchy. Span of
control determines the structure of an organization, a narrow span of control results in
hierarchical organization while broad span of control leads to flat structure. The more people
under the control of one managerthe wider the span of control. Less means a narrower span of
control.
The span of control in our organization is depicted thorugh this diagram:-
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TECHNOLOGY
Organizations take inputs from the environment and create value from the inputs by transforming
them into outputs through conversion processes. Technology is the combination of skills,
knowledge, abilities, techniques, materials, machines, computers and other equipments that
people use to convert or change raw materials into valuable goods and services. Organization use
technology to become more efficient, innovative and better able to meet the needs and desires of
stakeholders. Each department or function in an organization is responsible for building
competences and developing technology that allows it to make a positive contribution to
organizational performance. As our organization is customized so it is a small-batch and unit
technology, an organization which produces the software according to the technological
requirement of the customer. It makes one-of-a-kind, customized products. Small-batch unit
technology scores lowest on the dimension of technical complexity because any machines used
during the conversion process are less important than peoples skill and knowledge. The software
being required by the customer is designed in a manner that serves the purpose of the
requirement of the output desired by the customer. People decide how and when machines will
be used, and the production process reflects their decisions about how to apply their knowledge.
This type of technology gives our organization the capacity to produce a wide-range of software
CEO
MarketingHead
staff
staff
IT Head
staff
staff
creative Head
staff
staff
staff
Reasearch andDevelopmentHead
staff
staff
staff
Finance Head
staff staff
staff
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that is customized for individual customers. This technology is relatively expensive to operate
because the work process is unpredictable and the production of customized, made to order
software and programs with reference to the technology being used by the customer makes
advance programming of work activities difficult. It assigns a team of programmers to work
together to develop new software applications.
WOODWARD RESEARCH DESIGN: TECHNICAL COMPLEXITY AND
ORGANIZATIONAL STRUCTURE
Structural Characteristics Small-Batch Technology
Level Of Hierarchy 3
Span Of Control of CEO 5
Span of control of first line supervisor 20
Ratio of managers to non-managers 1 to 20
Shape of the Organization Flat
Type of Structure Organic
Cost of Operation High
Gareth Jones
According to the need and requirements of our organization, the task variability is high and task
analyzability is low as the software programmers tasks are unpredictable, they encounter
different situations while designing and programming different software. Thus our organization
falls under engineering production. The number of exceptions that the programming engineers
encounter in the task is high, but finding a solution is relatively easy because they are well
understood about the programming required to handle those exceptions.
Futher our organization is catogrized on the basics of task interdependence that how much the
work or the output of one department is dependend on the others output.We fall under the
catogery ofReciprocal Interdependence.The difficulty of specifying the sequencing of tasks
thai is characteristic of intensive technology makes necessary a high degree of coordination and
makes this technology type more expensive that others.On a departmental level,research and
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development department operate with an intensive technology.The research and designing
department organize the design according to the requirements of the customer accordingly they
are futher given to the programmers again for cross checking the design it is been sent to the
desgining department.
ORGANIZATIONAL CHART
Technology used in the organization:INTENSIVE TECHNOLOGY is used in our organization.
This technology is based on a work process where input, conversion and output activities are
inseparable.
When a software prepared, all the departments are equally involved in its final completion and
delivery to the customers. Dissatisfaction of the customers leads to the further amendmentswhich includes the go through of the software from all the departments again.
Creative
departmentMarketing
Department
Research and
development
ITdepartment
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STRATEGY OF THE ORGANIZATION
1. Establishing Expertise:It means to differentiate them by establishing their business as experts in their particular
niche. To differentiate themselves as the specialists in their field, they attempt to manufacture
a distinction for themselves, often by stating they have a particular expertise or a unique
approach to meeting challenges and opportunities in their sector.
2. Past work Experience:
Having past clients testify as to the quality of the finished work, the level of service provided
or the fairest of pricing, can be an important strategy for service sector businesses.
JOB DESCRIPTIONS OF VARIOUS POSITIONS
CHIEF EXECUTIVE OFFICER
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JOB TITLE:
Chief Executive Officer
JOB SUMMARY:
Leader
Advises the Board Advocates / promotes organization and stakeholder change related to organization
mission
Supports motivation of employees in organization products/programs and operations
Visionary
Ensures staff and Board have sufficient and up-to-date information Looks to the future for change opportunities Interfaces between Board and employees Interfaces between organization and community
Decision Maker
Formulates policies and planning recommendations to the Board Decides or guides courses of action in operations by staff
Manager
Oversees operations of organization Implements plans Manages human resources of organization Manages financial and physical resources
Board Developer
Assists in the selection and evaluation of board members Makes recommendations, supports Board during orientation and self-evaluation Supports Board's evaluation of Chief Executive
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JOB ACTIVITIES:
1. Board Administration and Support
Supports operations and administration of Board by advising and informing Board members,
interfacing between Board and staff, and supporting Board's evaluation of chief executive
2. Program, Product and Service Delivery
Oversees design, marketing, promotion, delivery and quality of programs, products and services
3. Financial, Tax, Risk and Facilities Management
Recommends yearly budget for Board approval and prudently manages organization's resources
within those budget guidelines according to current laws and regulations
4. Human Resource Management
Effectively manages the human resources of the organization according to authorized personnel
policies and procedures that fully conform to current laws and regulations
5. Community and Public Relations
Assures the organization and its mission, programs, products and services are consistently
presented in strong, positive image to relevant stakeholders
6. Fundraising (nonprofit-specific)
Oversees fundraising planning and implementation, including identifying resource requirements,
researching funding sources, establishing strategies to approach funders, submitting proposals
and administrating fundraising records and documentation
WORKING CONDITIONS:
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Normal 8 hours per day Five days a week
CREATIVE HEAD
JOB TITLE:
Creative Head
JOB SUMMARY:
Direct the activities and professional development of creative team members, includingconducting staff reviews, taking corrective actions and recommending promotions
To study the creative marketplace, assessing where companys work stands againstcompetitors, as well as our clients competitors creative work.
JOB ACTIVITIES:
The creative director is responsible for the creative output of the organization, with oversight of
the creative team and creative processes; the ideation, presentation and execution of client
branding and marketing communications campaigns; the profitability and creative quality of
client projects, and the operational readiness of the creative team, all in fulfillment of our brand
promise to the clients, including:
Directing the creative function so that the environment, culture, team, capabilities, tools,
processes, expectations, work style and other elements support the strategic goals and brand of
company
Ensuring that the creative function operates in an efficient, profitable manner
Ensuring that our creative product remains leading edge and ahead of our competition Ensuring that our high quality of creative and production is upheld, maintaining
consistently high standards for him/herself and others on the team
Delivering strategic communication solutions that help our clients attain their marketing
and communications objectives
Listening, asking, hearing, prioritizing and translating client situation, marketing goals and
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information into strategic brand concepts, voice, messages and rationales
Collaborating and contributing to the creative process as a leader of a creative team, and
as a member of the account team
Co-leading the unified creative/account management process in order to execute on
client projects
Writing and presenting cohesive and persuasive rationales for campaign approaches
Leading the unified process of marketing/concept/design and post-production execution
Leading the unified process of marketing/concept/design and
interactive/web/video/motion graphics
Ensuring the professional development and readiness of the creative team
Managing the evolution of the agencys technology needs and marketing technology and
digital marketing capabilities
WORKING CONDITIONS:
Normal 8 hours per day Five days a week
SOCIAL ENVIRONMENT:
Report to C.E.O
MARKETING HEAD
JOB TITLE:
Marketing Head
JOB SUMMARY:
To develop, establish and maintain marketing strategies to meet organizational objectives.
Effective management of the marketing, advertising and promotional activities of the
organization are also the part of marketing heads job.
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JOB ACTIVITIES:
manage and coordinate all marketing, advertising and promotional staff and activities conduct market research to determine market requirements for existing and future
products
analysis of customer research, current market conditions and competitor information develop and implement marketing plans and projects for new and existing products manage the productivity of the marketing plans and projects monitor, review and report on all marketing activity and results determine and manage the marketing budget deliver marketing activity within agreed budget
develop pricing strategy liaison with media and advertising
WORKING CONDITIONS:
Normal 8 hours per day Five days a week
SOCIAL ENVIRONMENT:
Report to:
C.E.O
FINANCIAL HEAD
JOB TITLE:
Financial Head
JOB SUMMARY:
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Plans and directs accounting activities within the Finance department by performing the
following duties, personally or through subordinate supervisors
J OB ACTIVITIES:
Essential Duties and Responsibilities
Assists in the development and implementation of goals, policies, priorities, and proceduresrelating to financial management, budget, accounting, and/or payroll.
Supervises and participates in the preparation of various financial statements and reports. Directs the installation and maintenance of accounting records to show receipts and
expenditures.
Directs the maintenance of general and subsidiary ledgers, accounts receivable, revenuedistribution, depreciation, cost, property, and operating expenses, and insurance records.
Directs and participates in cost analyses and rate studies. Prepares statements and reports of estimated future costs and revenues. Directs internal audits involving review of accounting and administrative controls. Establishes system controls for new financial systems and develops procedures to improve
existing systems.
Coordinates preparation of external audit materials and external financial reporting. Reviews financial statements with management personnel. Directs the installation and maintenance of new accounting, timekeeping, payroll, inventory,
property, and other related procedures and controls.
Competency:
To perform the job successfully, an individual should demonstrate the following competencies:
Analytical - Synthesizes complex or diverse information; Collects and researches data; Uses
intuition and experience to complement data; Designs work flows and procedures.
Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes
information skillfully; Develops alternative solutions; Works well in group problem solving
situations.
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Project Management - Develops project plans; Coordinates projects; Communicates changes
and progress; Completes projects on time and budget; Manages project team activities.
Interpersonal - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to
others without interrupting; Keeps emotions under control; Remains open to others' ideas and
tries new things.
Oral Communication - Speaks clearly and persuasively in positive or negative situations;
Listens and gets clarification; Responds well to questions; Demonstrates group presentation
skills; Participates in meetings.
WORKING CONDITIONS:
Normal 8 hours per day Five days a week
SOCIAL ENVIRONMENT:
Report to :
C.E.O
TECHNICAL HEAD
JOB TITLE:
Technical Head
JOB SUMMARY:
Creates and executes development plans and revises as appropriate to meet changing needsand requirements.
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Keeps project manager well informed of status of development effort and serves as liaisonbetween development staff and project manager.
Ensures technical teams are contributing to our code library.
Owns the development lifecycle and is responsible for managing technical risks throughoutthe project.
Communicates and enforces coding standards Performs code reviews and mentors junior developers. Manages technical resources within budget and project schedule. Consistently delivers high-quality services to our clients.
JOB ACTIVITIES:
CAREER PATH CORE COMPETENCIES
Technical Expertise
Understands complex database concepts and effectively employs different database designtechniques.
Possesses demonstrated work experience with more than one relational databasemanagement system.
Understands OO concepts and consistently applies them in client engagements. Understands the benefits of the various programming languages. Possesses significant knowledge of client/server and internet systems architectures. Understands browser / client specific compatibility issues.
Communication
Facilitates team and client meetings effectively. Holds regular status meetings with development team. Keeps development team well informed of changes within the organization and general
corporate news.
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Delivers engaging, informative, well-organized presentations. Resolves and/or escalates issues in a timely fashion.
Understands how to communicate difficult/sensitive information tactfully
ORGANIZATIONAL RESPONSIBILITIES
Innovator Development
Conducts effective performance evaluations and mentors developers and senior developersthrough formal and informal channels.
Seeks and participates in personal development opportunities above and beyond trainingrequired by us.
Trains other innovators and clients through both formal and informal training programs. Encourages more junior Innovators to take responsibility for their development within the
company.
Challenges fellow innovators to progress toward their professional development goals.Internal Operations
Suggests areas for improvement in internal processes along with possible solutions. Leads internal teams/task forces. Reviews the status reports of team members and addresses issues as appropriate. Complies with and helps to enforce standard policies and procedures. WORKING CONDITIONS: Normal 8 hours per day Five days a week
SOCIAL ENVIRONMENT:
Report to:
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C.E.O
Due to the entry of new competitor, the organization has been effected, marketshare has gone down, competition has to restructure them:
The organization has highly complex products, so they established customerfocused divisions
and more customersoriented work processes, resulting in a well- weaved product division/
customer division structure mutually.
According to the decreasing market share, the organization is beginning to acknowledge the
importance of customer relations, and knowing as much as possible about their customers needs
and demands and design their customer management process accordingly.
The new improved structure is as follows:
Customer Service Int. & Ext.Distribution channel
CUSTOMER CUSTOMER CUSTOMER CUSTOMER
CEO
PRODUCT A PRODUCT B PRODUCT C
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