Re-structuring the HR Charts - What's the best practice to build HR titles in such Companies?

I just started working in Construction Company with 20K Employee. I have requested by the VP HR to restructuring the current HR Dept.chart and propose a new Organization chart and to add new designations for the staff.
What's the best practice to build HR titles in such Companies?. I Prefer to starting from HR Officer, HR Coordinator...etc, till reaching the units head who's reporting to the VP HR.
Will u please send me the list of titles with the JD's if available. After that it easy to change it (the JD's) as per the company needs.

The process of Organization design is not an easy task. If you looking for a organization chart only, you can draw a conventional chart by HR sub function as per your need. Contemporary HR sub functions are T&D, Talent (including recruitment), C&B, Employee Relation, Etc. If you want to design a HR organization aligned with your business strategy/goal as well as the business model, take professional help. 20K is not a small number and I am sure you have multiple vertical in your business and multi location. Try to go through the model proposed by Dave Ulrich, this model is presently used by most of the big organization and effective and you might need to take help from professional/consultants.

I want to recreate the organizational policies and the hierarchical structures based on the current scenario but i am apprehensive about the start point

Dear musahari,

We are into Consultancy of HR Products , please find the following for JD/KRA/PMS process.

1. Setting the strategic direction (Vision/Mission/values/goals of the company)

a. Financial plan

b. Growth plan

c. Market strategy

2. Designing the Human Resource Management System (HRM plans, policies and practices)

a. Company Organogram

b. Function organogram

c. Hierarchy

d. Policies

i. Employee related

J. Employee Welfare related

K. Employer related

3. Planning the total workforce (Organisational structure/ Structure jobs (competencies, tasks and activities)/identified gaps in competencies)

a. Organisation structure

b. Job descriptions/ evaluations

c. Man-power alignment

d. Profiling for current and new man-power

4. Generating the required human resources(securing essential skills in the organisation)

a. Current Skills assessment

b. Skills identifications

c. TNA & TNI

d. Skills development

e. Post L&D intervention Skills assessment

5. Performance Management System

a. Company KRA & KPIs

b. Leadership

c. Functional KRA & KPIs

d. Individual KRA & KPIs

6. Modes:

i. Trainings (Practicals)

ii. KRA trainings

iii. Making of KRA & KPIs

iv. PMS Calendar

v. PMS Implementation

7. Budgeting of PMS

a. Increment

b. Promotions

c. PMS Presentation & Management Approval

8. Employees Management/ communication

a. Feedback mechanism

b. Increment

c. Promotion

d. Performance Improvement Planner

e. Separation

9. Employee Development

a. Career pathing

b. Employee development and learning

c. Reward Management (R&R)

Kindly contact us for the assignment ,

sharadkumar

E-MAGE HR SOLUTIONS

SKYPE -- sharad.bhatt711

call us --+91 9376701999

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is dis applicable to any industry as ours is manufacturing one