Evaluating When Jobs are Excluded
David Wilson, Manager, Canada, SIG Leader
In recent years, public and private sector firms have delayered by reducing their headcount (often middle managers), making themselves flatter and more nimble. This, however, puts more pressure on the remaining managers who have to supervise and monitor more direct reports because of an increased span of control.
Are you familiar with factors and formulas used to simplify the need for organizational changes and delayering?
Many North American organizations use written criteria, such as the need to effectively manage staff (e.g., hire, discipline, appraise work and terminate employees). If the role involves negotiating collective agreements (as part of the employer's bargaining team with union representatives), the position may also be considered to be an excluded manager.
I would prefer to use a logical, scientific and quantitative methodology to assess inclusion or exclusion. Are you familiar with any quantitative or qualitative methodologies to improve organizational structures? Please respond..