How do I Manage Organizational Structure Skill Variety?
Organizational structure can be managed by task-based division of work with specific employees assigned to each of the different tasks. The problem with this type of division of labor is that employees may be monetarily motivated and may have no connection to the company's mission. As an alternative, if each position were designed to provide the employee with development and growth opportunities, then the workforce would be happier, more connected to the company and more productive. In order to determine the skills required to fill each position within the organization, you need to go through a job design process.
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Instructions
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1
Create a list of all the functions within your organization. Create a table with each of the positions that need to be filled in order to address each function. Create a column in the table that describes the scope of each position and identifies the skills required. As an example, you may need a computer programmer who can communicate with both the marketing and product development groups and has coding, marketing, product development and communication skills.
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2
Interview employees within the organization to get a feel for what skills are missing and needed to fill any gaps in the table.
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3
Break down the skills needed by the organization into two categories: skills that can be developed internally and skills that need to be brought in from an external source.
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4
Create employee development programs that assist with setting up training and mentor programs so that different skill-sets can be developed internally.
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5
Set up recruitment programs that focus on bringing in candidates with the skill sets identified in step 3.
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