Organizational chart:
The organizational chart of any organization consists of a number of jobs (or activities) or managerial levels which interact and cooperate with each other to achieve the objectives of the organization. The organizational chart demonstrating the job structure of the employees has the following advantages:
- Identifying the organization's main and secondary departments and jobs
- Identifying the nature of relationship between different departments
- Identifying the relationship between employees within the same department, and employees working in different departments through the authorities granted to the heads of these departments who represent the connection between employees in departments, as well as exchanging documents between each others.
- Identifying levels and lines of authority (executive, managerial, supervisory, advisory) granted and executed in each managerial level in the organization.
- Identifying the distribution of employees in each department
- Re-classifying the employees’ jobs in the organization according to the departments and personnel shown in the organizational chart.
- Identifying levels of supervision, delegation of authority, and distributing them among different managerial levels within the organization chart and personnel working in these levels.
- Identifying the nature and size of managerial levels in the organization especially concerning the level of decision making:
Top management  strategic decisions (long term)
Middle management  supervisory executive decisions
Low-level management  decisions concerning executing
actual tasks (short term)
The organizational chart will be designed according to the following phases:
- Collecting data about actual and applied organizational charts in the company
- Collecting data about the company’s mission
- Collecting data about managers recommendations concerning the company’s organizational chart
- Designing the recommended organizational chart
- Approving the organizational chart from the company’s management
Job analysis:
Job analysis is considered the backbone of all evaluation systems; it consists of a detailed study for collecting information, and facts about the duties and responsibilities of each job within the fund, and recording it in the form of a detailed study. Before analysis, management should make a list of existing jobs in the organization, in addition to classifying, developing, and merging some of these jobs while dividing others into a number of smaller jobs, as well as other improvements and adjustments which help in determining the number of jobs needed by the organization. The process of analyzing jobs will be carried out according to the following stages:
- Distributing job analysis form
- Preparing a memorandum to introduce the objectives of the study to the company's employees
- Holding discussions with concerned heads of departments to identify the following:
- Job's objectives
- Job description
- Elements of job evaluation
- designing job description cards
Evaluation and classification of jobs:
Job evaluation is an attempt to implement the appropriate measurement basis to evaluate efforts exerted in different jobs within the company. The amount of salary received by the employee should be equal to the services performed based on the type of the job, and its value without any consideration to the person doing the job.
The prevailing methods used in determining salaries depend on either experience, or negotiations between employers and employees or the employees syndicate representing them. Although these methods seem democratic, they do not have a scientific base as they usually lead to wrong results in resolving wages problems in a way that damages the employer's or employee's interests, that’s why job evaluation process should be carried out according to the following stages:
Designing payroll schedules:
Payroll schedules are designed according to the following stages:
- Collecting information about salaries of different professions in the Arab republic of Egypt (data from the central agency for public mobilization and statistics)
- Collecting information about similar institutions and organizations
- Designing a preliminary payroll schedule using the points method
- Designing the final payroll schedule after comparing it with the salaries of professions in similar institutions and organizations
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