“Behind every successful human resource team, there is a concrete strategy that is inclusive of specific goals, objectives, data and predominantly Key Responsibility Areas (KRAs)”

An organizational structure is a system that outlines how certain activities are directed in order to achieve the goals of an organization. These activities can include rules, roles, and responsibilities. The organizational structure also determines how information flows between levels within the company.

An organization that is well structured achieves effective coordination, as the structure delineates formal communication channels, and describes how separate actions of individuals are linked together. The organisations crafted such structures to synchronise the activities of work factors and control the performance of their teams. They are usually depicted over Organisational Charts.

Managements need to seriously consider how they wish to structure their organization.

Some of the critical factors:

• The size of the organization
• Nature of the business
• The objectives and the business strategy to achieve them
• The organization environment

The functional structure is the most common model found in most organizations. Organizations with such a structure are divided into smaller groups based on specialized functional areas, such as operations, finance, marketing, Human Resources, IT, etc.

This is another commonly used structure, where organizations are organized by a specific product type. Each product category is considered a separate unit and falls within the reporting structure of an executive who oversees everything related to that particular product line.

Organizations that cover a span of geographic regions structure the company according to the geographic regions they operate in. This is typically found in organizations that go beyond a city or state limit and may have customers all across the country or across the world.

A matrix structure is organized to manage multiple dimensions. It provides for reporting levels both horizontally as well as vertically and uses cross-functional teams to contribute to functional expertise. As such employees may belong to a particular functional group but may contribute to a team that supports another program.

A well-defined organizing process leads to improved communication, transparency and efficiency in the organization.

An effective KRA is a clear representation of individual priorities, capacity to focus on one’s work in sync with the organisational objectives. It is a combination of both monetary and non-monetary goals. It assists to balance both the metrics and reach out to cater to largely all opportunities as well.

We at Team Recruiters have the expertise and the team to quickly extend our services to fine tune your requirement for the right Organisation Structure and KRA. We are specific in our mapping of Job Descriptions for clear understanding of the current & proposed job roles & responsibilities in context of the organizational objectives.