Organizational Chart

User Generated

xrnefgba37

Business Finance

Herzing University

Description

  • CO4 - Evaluate the key activities of business

Instructions

Create an Organizational Chart outlining the functional areas of business including, but not limited to: Accounting/Finance, Information Technology, Social Media/Networking, and Operations/Production/Logistics. Provide a description of a specific job/title that aligns to each functional area. Next, explain how communication should work between the functional areas.  Please use the same company that you selected from your unit 5 assignment to complete this assignment..

Produce an organizational chart and an explanation of the chart:

  1. a chart containing an organizational functional areas and titles without any explanatory text
  2. description of the organizational chart

Chart

You may use one of the templates provided or create your own chart. The chart must depict the organization of a company or organization of people. Your chart must contain 12 or more boxes, spread over 3-5 levels. You may not reproduce a chart from your textbook or a chart used as a demonstration in class.

Description of the Chart

Using complete sentences and paragraph form, describe the organizational chart. Your goal is to provide enough information so that you can clearly explain each level of the chart and the responsibilities of each functional area in your chart. The description must be a minimum of 500 words.

Explain Communication within the Chart

In at least one good paragraph of at least three to seven sentences, explain how communication would work between the functional areas. For example, how would the Marketing team communicate with the finance team. This could include communication about the budget, time restraints, etc.

Unformatted Attachment Preview

MIRJAM NILSSON President VICTORIA LINDQVIST Executive Assistant ORGANIZATION CHART AUGUST BERGQVIST VP Finance ANGELICA ASTROM VP Technology ALLAN MATTSSON VP Operations FLORA BERGGREN VP Marketing FLORA BERGGREN VP Production IAN HANSSON VP Transportation MIRA KARLSSON Accounting APRIL HANSSON Help Desk KALLE PERSSON Facilities JENS MARTENSSON Project Manager VICTORIA PERSSON Production Manager ANGELICA HANSSON Dispatch JENS MARTENSSON Project Manager MIRA KARLSSON Accounting National Domestic International ABOUT THIS TEMPLATE Know about organizational charts and create customized org charts using this template. The Contents worksheet contains information about SmartArt Basic, SmartArt Photos, Layered 5 level, and Sub-layered 5 level org charts. Select an org chart to customize the sample that opens in another worksheet. Note: Additional instructions have been provided in column A in CONTENTS, SMARTART BASIC, SMARTART PHOTOS, LAYERED 5 LEVEL, and SUB-LAYERED 5 LEVEL worksheets. This text has been intentionally hidden. To remove text, select column A, then select DELETE. To unhide text, select column A, and then change font color. Kn Titl e of thi s wo Sm Inf or ma tio n ab Lay Inf or ma tio n ab Organizational Charts SmartArt Basic Layered 5 Level SmartArt Basic > SmartArt with Photos > Use to show hierarchical information or reporting relationships in an organization. The assistant shape and the Org Chart hanging layouts are available with this layout. Use to show hierarchical information or reporting relationships in an organization, with corresponding pictures. The assistant shape and the Org Chart hanging layouts are available with this layout. SmartArt with Photos Layered 5 Level > Sub-Layered 5 Level > Use to show hierarchical information or relationships in an organization. This does not utilize SmartArt and is created with only cells and formatting. Use to show hierarchical information or relationships in an organization. This does not utilize SmartArt and is created with only cells and formatting. Sub-Layered 5 Level Cus Titl e of Sm art SmartArt Basic < BACK TO CONTENTS PRINCIPAL VICE PRINCIPAL SECRETARY TREASURER OFFICE MANAGER PTA MANAGER VICE SECRETARY VICE TREASURER VICE MANAGER VICE PTA MANAGER LEVEL 4 LEVEL 4 LEVEL 4 LEVEL 4 Cus Titl e of SmartArt with Photos < BACK TO CONTENTS Sm PRINCIPAL VICE PRINCIPAL SECRETARY TREASURER OFFICE MANAGER PTA MANAGER VICE SECRETARY VICE TREASURER VICE MANAGER VICE PTA MANAGER LEVEL 4 LEVEL 4 LEVEL 4 LEVEL 4 Cus Titl e of thi s wo Lay < BACK TO CONTENTS Layered 5 Level SCHOOL DISTRICT SUPERINTENDENT SUPERINTENDENT SUPERINTENDENT SUPERINTENDENT SUPERINTENDENT PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL VICE PRINCIPAL VICE PRINCIPAL VICE PRINCIPAL VICE PRINCIPAL VICE PRINCIPAL TREASURER TREASURER TREASURER TREASURER TREASURER SECRETARY SECRETARY SECRETARY SECRETARY SECRETARY Cu Titl e of thi s Su < BACK TO CONTENTS Sub-Layered 5 Level FIELD TRIP CHAPARONES PILAR ACKERMAN KIM ABERCROMBIE'S CHAPERONES STEVEN THORPE PETER BANKOV'S CHAPERONES NUPUR AGARWAL TERRY ADAMS SEAN ALEXANDER'S CHAPERONES ALICE CICCU MICHAEL TUCKER RANDY BYRNE RYAN CALAFATO RANDY BYRNE'S CHAPERONES PAT COLEMAN RYAN CALAFATO IZAK COHEN REINA CABATANA'S CHAPERONES TIM TOYOSHIMA PAT COLEMAN'S CHAPERONES ALLIE BELLEW MICHAEL TUCKER NELSON SUI BJARNE RIIS' CHAPERONES GREG AKSELROD DAN K. BACON JR. AMY E. ALBERTS CHRISTIAN KLEINERMAN JAMES ALVORD'S CHAPERONES BRIAN T. ALBRECHT DAVID PROBST JEAN PHILIPPE BAGEL LUIS ALVERCA'S CHAPERONES MICHAEL AFFRONTI'S CHAPERONES EUGENE KOGAN SANJAY PATEL'S CHAPERONES DIOGO ANDRADE KWEKU AKO-ADJEI GUSTAVO ACHONG'S CHAPERONES GWENAEL FOURRE CHRISEN ANDERSON GILEAD ALMOSNINO'S CHAPERONES CIGDEM AKIN ADAM CARTER AIK CHEN'S CHAPERONES JONATHAN FOSTER HEIKE MOLNAR'S CHAPERONES THOMAS ANDERSEN KIM AKERS MICHEAL ALLAN'S CHAPERONES EGIL IVAR SKJOLD MARY KAY ANDERSEN SEAN P. ALEXANDER'S CHAPERONES DAVID AHS AIMUDENA BENITO SEAN BENTLEY'S CHAPERONES BRIAN SMITH ROMAN MILLER'S CHAPERONES KAMIL AMIREH NUPUR AGARWAL LUKA ABRUS' CHAPERONES MIKLOS BARKOCZI CZUPTA WOJCIECH ANTONIO ALWAN DAVID ALEXANDER'S CHAPERONES MANOJ AGARWAL PAVEL BANKSY ALOIS BALICEK'S CHAPERONES DAVE BARNETT'S CHAPERONES GUDMUNDUR ADALSTEINSSON HAZEN ABOIROUS KAM FOO AW'S CHAPERONES DARCY JAYNE RYAN IHRIG KELLY ROLLIN'S CHAPERONES' PAUL KOCH ERWIN ZISCHKA Organizational Chart of
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Explanation & Answer

Attached.

1

Getting the Right Data
Institution Affiliation
Student’s Name
Course code: Code Name
Professor’s Name
Due Date

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Human Resource: Getting the Right Data
The Human Resource Information System (HRIS) is a software application that enables
the Human Resource department to collect data. This data is essential for the entire organization,
allowing the HR department to manage the employees' financial, welfare, and psychological
needs with data-driven decisions. This essay will discuss the role of HRIS and the
recommendation for managing employee relations.
The role of HRIS and metrics in the practice of human resources.
The Human Resources Information System (HRIS) is a vital HR technology that helps
the HR department supervise the HR process by automating it and obtaining valuable insights,
which are essential when making decisions. The HRIS makes the HR procedure more effective
and precise, ensuring its continued success. This is accomplished by means of a collection of
streamlined processes, one of which is data management. Data management allows the Human
Resources department to evaluate job history skills and personal information and preserve a
performance record (Satispi, 2023)... This functionality makes it possible for the HR department
always to have access to the most recent version of the information. The HR metrics, on the
other hand, can be used to evaluate key performance indicators. They play a significant role in
management, enabling the HR department to track, measure and improve workforce processes.
These metrics are essential as they improve employees’ efficiency and retention.
How using an employee survey supports HR in this organizational scenario.
The utilization of an employee survey is beneficial since it reflects the ideas and points of
view of workers whom the firm employs. The employee survey allows workers to express their
genuine thoughts and opinions about their feelings. As a result of the survey's findings, human

3
resources personnel can reassess the effectiveness of the company's overall strategy and the
performance of its workers. In addition, the HR department is provided with helpful information
that assists it in navigating the employment sector to increase employee retention. Hence, the
Human Resources department produces an updated action plan using feedback. This strategy
focuses on areas of weakness indicated in the survey and addresses the complaints and demands
of employees. Employees who believe they are being heard and represented will likely stay with
a company over the long term. In conclusion, an employee survey is a type of employee
engagement that serves both as a tool for amplification and as a bridge between employees and
management.
Valuable survey questions for the HR professionals
Essential questions to focus on in the survey involve, “The people in my work group
know what their jobs are and how to do them well.” This question is fundamental as it will
enable the HR ma...


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