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What is Organizational Chart?

 An organization chart is a diagram that illustrates the relationships between

various corporate officials. Additionally, it is employed to illustrate the relationship
between various organizational functions or departments. This chart is useful
since it gives the ability to visualize an entire organization through the image it
offers.
 The organizational structure of a corporation is often represented by an
organizational chart. Managers to subordinates, directors to managing directors,
the chief executive officer to various divisions, and so on, are examples of these
relationships. 

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When does Organizational Chart started?

 Around 1854, Scottish-American engineer Daniel McCallum (1815–1878), whose

work was illustrated by George Holt Henshaw, is credited with developing the
first organizational charts for American businesses.
 Early in the twentieth century, the phrase "organization chart" came into common
usage. Organizational charts are not nearly as commonly used as they might be,
according to Brintonin 1914.

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4th Slide

Job Terminologies

 An important tool that outlines the activities, duties, function, and responsibilities
of a position is a job terminology. It describes who is responsible for performing a
certain sort of work, how that work is to be accomplished, how frequently that
work is required, and how it links to the mission and goals of the company.
 An employee has a clear and straightforward resource to utilize as a manual for
job performance in the shape of a job terminology.

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Terminologies inside Job Terminology

1. Task: an identifiable work activity carried out for a specific purpose.

2. Duty: several tasks which are related by some sequence of events.
3. Position: A collection of tasks and duties which are performed by one person.
4. Job: A group of positions similar in their significant duties.
5. Job Families: Groups of different jobs that need similar skills.
6. Job code: A job code uses numbers, letters or both to provide a quick
summary of a job and its content.
7. Job Classification: The grouping of jobs on some basis such as the nature of
work done or the level of pay.

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8. Job Analysis: The process of gathering information about a job.

9. Job Description: A written summary of tasks, duties and responsibilities of a job.
10. Job Specification: the minimum skills, education and experience necessary for an
individual to do a job.
11. Job Evaluation: A systematic procedure for finding the relative worth of a job.
12. Job Sharing: It is a scheduling innovation that allows two or more workers to share
a job.

13. Job Design: A conscious effort to organize tasks, duties and responsibilities into a
unit of work to achieve a certain objective.
14. Job Rotation: Moving employees horizontally or vertically to expand their skills,
knowledge or activities.
15. Job Enrichment: Adding more responsibilities, autonomy and control to a job.