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Organizational Structure (Grading)

EMPLOYEE GRADE

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Mashuk Ifthaker Sabek
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168 views2 pages

Organizational Structure (Grading)

EMPLOYEE GRADE

Uploaded by

Mashuk Ifthaker Sabek
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Organizational Structure-Establishment

Policy Statement
Various functions as well as departments have different positions recommended by the HR Lead
and approved by the General Manager. The Organizational Chart is prepared accordingly by
defining the function/department and roles of each position, as well as with Job Description.

1.1 Procedures
1.1.1 DH Management Team is responsible for:
(i) Workforce/competence planning.
(ii) Proactively forecasting the needs for competencies and capacity on a short (6
months to 1 year) and long term (1 year to 3 years) basis to meet current and
emerging business targets.
(iii) Long term competence and capacity planning (Strategic Workforce Planning-
SWP) shall be an organic part of the HR strategy development process, while
short term manpower planning (Operational Workforce Planning-OWP) shall
happen annually, as important input to the financial planning process.
1.1.2 Existing manpower resources in line with the organization growth requirement, will
be reviewed, re-evaluated and re-assessed at one-year interval during formulating
the annual budget. This will necessarily be in relation to the job specifications, job
requirement and compensation levels of all positions and employees.
1.1.3 Vacancy/ies arising as a result of employee promotion/transfer/separation for
whatever reasons, unless the position is abolished, needs to be recommended by
the function/department head, as the case may be.
1.1.4 Employee Requisition Form should be initiated by the concerned
function/department head either because of vacancy/ies created due to
promotion/transfer/separation or, creation of a new position. Prior to initiating the
requisition, the concerned function/department head should critically review the
job description to obtain the followings:
(i) Is it up-to-date?
(ii) Have duties and responsibilities changed significantly since the description
was last written?
(iii) Does nature of job require any change because of changed environment,
changed business conditions or different demands? The above findings will
make it certain that the description accurately describes the job that the new
incumbent has to do.
1.1.5 The CEO, or his/her delegated person has to be notified if the job has changed
significantly to take further appropriate process as enumerated below.

1.2 Job Description


Before a new position is approved, the Job Description (JD) shall be prepared by the
concerned function/department head in consultation with CEO/Head of HR or anyone
assigned by them, who should arrange to evaluate the position/s for proper grading and
compensation purposes. Similarly, all key positions should be re-evaluated on regular
intervals.

1.3 Job Specification


a. The job specification spells out the quality of employees to fill the job such as education,
knowledge, skills, abilities and experience that the person must have in order to do the
job competently. While the Job Specification is primarily used for recruitment purpose,
Job Description provides the evaluation basis.
b. Job Specifications must be carefully determined. Special caution must be given when
age, sex and physical requirements are included to assure that they are bona fide
occupational requirements.

1.4 Organizational Chart


a. To ensure that all types of human resources are aware of the various functions,
departments, name of supervisory persons etc., the CEO/Head of Human Resources, or
anyone assigned by them is responsible for regular monitoring and when necessary,
periodically updating and issuing organizational charts.
b. The HR department shall distribute copies of respective organizational charts to each
function/department head, who will then make them available, as deemed necessary,
for the information of others in the function/department/team.
c. No function or department will have organization chart of its’ own without having the
same approved or amended in a prescribed manner through the CEO/Head of Human
Resources, or anyone assigned by them.

1.5 Employee Grade Structure of DH

Grade Functional Title Operational Title


1 Managing Director
2 Chief Executive Officer
3 CXO
4 Director
5 Head of Department
6 Lead Manager/"X" Lead Principal
7 Senior Manager Senior Staff: Engineer/Software Engineer/Developer/Site
Engineer/DevOps Engineer/SecOps Engineer
8 Manager Staff: Engineer/Software Engineer/Developer/Site
Engineer/DevOps Engineer/SecOps Engineer
9 Deputy Manager Senior Lead: Engineer/Software Engineer/Developer/Site
Engineer/DevOps Engineer/SecOps Engineer
10 Assistant Manager Lead: Engineer/Software Engineer/Developer/Site
Engineer/DevOps Engineer/SecOps Engineer
11 Specialist/Senior Executive Senior: Engineer/Software Engineer/Developer/Site
Engineer/DevOps Engineer/SecOps Engineer
12 Executive Engineer/Software Engineer/
Developer/Site Engineer/
DevOps Engineer/SecOps Engineer
13 Junior/Associate Associate: Engineer/Software Engineer/Developer/Site
Engineer/DevOps Engineer/SecOps Engineer

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