Task 2B - The organisation of the business, the job roles and working arrangements of three identified people in the same functional area
What are job roles?
Job roles are the jobs different people carry out in organisations. Also, different levels of job roles are shown on an organisation chart. Job roles are set out in a document called a job description. An organisation chart is a display of the relationships between owners and mangers to supervisors and subordinates. An organisation chart shows the different levels of job roles involved in the business. As seen on the organisation chart below, there are six different levels of job roles.
Organisation of the business
Guilford Spectrum communicates in many ways within their different function areas. As they are such a big business, the use of I.C.T helps them to communicate with each other. As quoted from the student pack "telephones, PC's, faxes, and photocopiers. Operationally, pagers, mobile phones and two-way radios are used as an immediate way of communicating with staff throughout the very large Spectrum building." Another way in which Guilford Spectrum communicates with each other is by using their network system which is shown below:
The telephone system used at Spectrum is called SpeakEasy produced by the British company VIP Ltd. It is the UK's leading computer based system for storing and distributing voice messages via the telephone network. Features include a voice processing system, voice mail, automatic attendant which means calls are answered promptly and transferred to the correct extension and call queuing. The system also produces reports providing comprehensive statistics for systems management. This is yet another way of how the business is organised in terms of communication.
As Guilford spectrum is a big business, as well as having different ways of communication, they will also be communicating different things. These can consist of health and safety issues, opening hours or even changes within the business timetable. The times of which the staff in Guilford Spectrum may communicate with each other may vary, depending on the situation of the business. For example, if there was a serious accident that had taken place, then the time for a member of staff to contact help may be quicker, than to contact a member of staff for checkout help.
An organisation chart is an illustrative display of the relationships, between owners and mangers to supervisors and subordinates. Looking at the management structure below, we can see that Guilford Spectrum have 6 levels of hierarchy, which shows us all the functional areas at a glance and how the business is organised in terms of placement. As seen in the chart, the owner of the business is the General Manager along with the PA and secretary. From the chart, an example of communication circumstances would be the PA reporting to the General Manager, most likely based on a related topic.
Stakeholder
G. Manager
Employee (full time staff)
Operations Manager
Responsible for:
Leading/co-coordinating the strategic planning functions of the company.
Seeking a variety of assignments, tackling tough problems and asking for feedback.
Improve the efficiency of the operation Improve control of service levels and quality Set service level agreements for end-user applications and for services provided Improve relationships with end-user departments
Key tasks:
The General Manager must manage a positive and constructive relationship with the staff in the functional areas.
To carry out a specific "job". Having ...
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Stakeholder
G. Manager
Employee (full time staff)
Operations Manager
Responsible for:
Leading/co-coordinating the strategic planning functions of the company.
Seeking a variety of assignments, tackling tough problems and asking for feedback.
Improve the efficiency of the operation Improve control of service levels and quality Set service level agreements for end-user applications and for services provided Improve relationships with end-user departments
Key tasks:
The General Manager must manage a positive and constructive relationship with the staff in the functional areas.
To carry out a specific "job". Having the responsibility of the development of the business.
Improve the efficiency of the operation Improve control of service levels and quality
Job Security:
As they are the manager, they posses the utmost job security.
The fact that they are involved in a well established business.
They are within the top half of the hierarchy chart and therefore have a high rate of job security.
Personal qualities:
Skills/qualifications:
Organise personnel and activities to attain stated objectives,
Initiative, working independently, working under pressure, oral communication skills, accuracy, attention to detail, time management, adaptability, working in a team, taking responsibility and decisions, planning, coordinating and organizing
strong financial management and budget management skills; strong business planning and project management skills; excellent time management skills and the ability to manage multiple priorities and to deliver on time and on budget; have strong presentation skills; good networking skills; and the ability to influence key decision-makers.
Pay/benefits:
40,000 - 70,000
5,45 - 20,00
20,000 - 50,000
Job description - General Manager
Overall purpose of job:
• To have overall responsibility for the smooth running of all Chickenshed's operational
Services.
• To be the key contact for the theatre as a building resource.
• To support the production department and Management Board in the scheduling and
Resourcing of Chickenshed's productions.
Key Responsibilities:
Production
Line Management: Production Company Manager
Technical Manager
• To outline the Schedule of the Chickenshed's performances and advise the
Management Board on suitable dates for shows.
• To set production budgets with the Expenditure Control Group.
• To have an overview of all productions and support on the most effective means of
Getting the show to stage and running.
• To oversee H&S backstage and on stage - and ensure proper risk assessments,
Supervision and records are kept.
• To negotiate and book venues for touring productions.
• To negotiate (fixed term and services) contracts with freelance creative team and
Artists.
• To be key contact for any budgetary or major practical problems in developing
Productions.
• To be the key contact for any visiting productions.
• To support the Access Group in provision of access performances (audio described,
Captioned, signed, etc).
• To obtain all Royalties for adaptations of works under copyright, and ensure the
Company adheres to any conditions of copyright.
• To be part of Chickenshed's management team for special one off events - filming,
Galas, etc
Job description - Employee
Agency: Reed Insurance, London & City
Job Location: City Of London, City Of London
Salary: Salary Negotiable
Job Type: Permanent
Date: 12 Feb
Applications: 3
Ref: 15251218
Organisation Description
My Client is a leading employee benfits consultancy based in the City. They currently have a vacancy for an experienced EB profressional to oversea the running of the department.
Job Description
Reporting to the Head of Consultancy, the EB Manager will lead the efforts to deliver effective and efficient world class services to assigned clients, overseeing significant growth in turnover and PBIT, and taking a proactive approach to ensure that clients are made aware of the full range of services available to them. The successful applicant will possess a high level of pensions expertise gained through extensive experience, a proven track record in effectively managing client accounts within the Employee Benefit and Pensions sector, will be commercially proven and astute and will have client facing experience gained in a fee based environment.
Person Specification
You will also have strong influencing skills, the ability to articulate complex challenges in a constantly changing commercial environment, will be FSA registered and ideally will have completed their G60 exams. They will also possess knowledge of GPP's, Stakeholder Plans and Occupational Pension Schemes. An excellent salary and benefits is on offer to successful candidate.
Job description - Operations Manager
The Company
Our client is a world leading software group with operations on a global scale. This is a US group and would will be based in the UK headquarters in Cambridge. Following changes within the senior management team, a requirement for a Finance Director has now arisen.
The Role
You will be responsible for all activities of the business related to financial reporting, management accounts, credit/order-management, payroll, commissions, bank recs and support the sales function. You will be a qualified accountant, have a hands-on approach at the transactional level, a people person and be able to communicate at a senior board level. This is a career choice role as there are opportunities for progression both in the UK and beyond.
Salary & Benefits
£65,000 to £70,000 plus quarterly bonus and benefits.
Robert Half International will only consider applicants who hold the required visas for work in the United Kingdom. Robert Half Ltd is acting as both an employment business and an employment agency.
Qualifications
A fully qualified accountant with a minimum 5 years PQE
Region
East Anglia
County
Cambridgeshire
Location
United Kingdom, Cambridge
Job Type
Permanent
Salary Details
£65000 per annum + Quarterly bonus and full bens
Reference
273046
Posted Date
8-01-2008
Start Date
ASAP
Industry
Internet Retailing
Agency Name
Robert Half International
The organisational structure of the business makes it easier to communicate within the business because the business is structured in certain levels with specific leaders for each level. Therefore, if there were to be any problem within a functional area, then the employees will be able to contact their leader using the telephone system "speakeasy", which is one of Guilford's main communication systems. An advantage of this is that many problems contained by the business will be solved within short time intervals, which can lead to the business gaining a good name for them. However, a disadvantage of this is that as most Guilford Spectrum use "speakeasy" to communicate, they may find that their rate of communication may decrease as a result of power failure, or overload.
The organisational chart is suitable for enabling employees to work together because they work together to solve problems within the business
Another structure that can be suitable for the business is intranet. Intranets should help employees collaborate on business processes such as product development or order fulfilment, which create value for a company and its customers. Successful intranets allow employees from a variety of departments to contribute the different skills necessary to carry out a particular process. While each department of a company may have its own virtual space, intranets should be organized primarily around the business processes they help employees carry out, rather than the organizational chart of the company.
The effectiveness of the working arrangements of Guilford Spectrum allows the members of staff to achieve the best for the business itself. This is because the business has many different ways communicating, along with being able to contact different areas of the business in at preferred times. With all the options and features that Guilford Spectrum offers, most of the staff are able and are successful in achieving the best for the business.
Part-time working is the most common form of flexibility in employment and this would be a good working arrangement for Guilford. About a quarter of businesses with flexible working offer some or all of their workers the opportunity to work from home and about a third offered flexitime to some or all of their employees. However, less than a quarter of firms offering either part-time working, flexitime or working from home had formalised these offers.
Other findings from the report include:
* More than half the companies surveyed said flexible working was effective in helping to motivate and retain staff
* A percentage of employers believed flexible working helped control absenteeism
* A percentage thought that flexible working increased productivity
However many employers felt that flexible working had little impact on staff recruitment, retention, motivation, absenteeism or productivity.
MANAGEMENT STRUCTURE
George Eghator 110 Unit 2 - People in business
