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Setting Roles and Responsibilities in an Organization!

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Setting Roles and Responsibilities in an Organization!

Setting roles and responsibilities right from the top to the bottom in an organization is imperative because the management as well as employees can accomplish their goals efficiently. Setting roles and responsibilities is akin to fixing spokes (roles and responsibilities of each employee in an organization) of the wheel (organization). However, this is an easy task if certain strategies are followed.

Let’s look at some strategies to be followed:

Identify: Identify the different roles required to accomplish organizational objectives. Each specific role in an organization has responsibilities. Identify each role and ascertain the responsibilities. Write down the identified responsibilities pertaining to specific roles.

Evaluate: The next step is to evaluate the identified roles and responsibilities. The top management as well as the supervisor concerned need to discuss and evaluate whether the identified roles:

  • Have included the required responsibilities,
  • Have ability to fulfill the organizational objectives. If not, eliminate those roles which do not serve the organizational objective and
  • Have the right number of people. This helps to avoid situations in which two people are working on the same role or two role served by one person.

Communicate: Once the roles and responsibilities are evaluated, this information needs to be communicated clearly to the concerned employees. Communication plays a vital role as it provides a ground for employees to voice work-related queries and concerns and get appropriate solutions. On the other hand, the management can also communicate each employee’s contribution in making the organizational goal a reality. Thus, a well understood employee can be easily motivated and in turn, increase overall productivity.

Lastly, another important aspect to be noted is that the management needs to revisit the roles and responsibilities every year. This way, it can change according to the outside market conditions. Employees also need to be instructed to be flexible in their roles as and when the need arises.

With these simple but essential strategies for setting roles and responsibilities, you can make a huge difference in your organization!

Do share your thoughts on the same.

View on E-book How To Start E-learning in Your Organization: 5 Basic Considerations

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  • Hi Asma, I couldn’t agree with you more! One of the best ways I know to do this is the RACI tool which has been used by project managers and IT developers for3 decades. It gives you a simple language (R,A,C and I codes) to describe how people and groups make decisions and get their work done. If you take the next step and construct a RACI matrix, you can publish it for the team and see how your role relates to other people’s. It can tell you in a blink “who do I go to for approval on this step?” and “Who should I ask for advice before I complete this piece of the work?”

    For a blog that defines the RACI codes in more detail, see my blog at RACItraining.com/blog. Cassie Solomon