COMSATS UNIVERSITY ISLAMABAD

LAHORE CAMPUS

SUBJECT: Introduction to Management

PREPARED BY:

 M. Sohaib Tariq
 FA22-BBA-152

SUBMITED TO:

MAM Huda Riaz

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 ASSIGNMENT NO. 3
Explain the organization structure and design of the organization under your
study?

Mention the departmentalization type used there. Explain the Six key
elements of organization design in detail according to your organization under
study.

Organization Structure and Design of Edhi Foundation:

The Edhi Foundation operates with a decentralized and flexible organizational structure
that allows it to effectively manage a diverse range of services across different locations
in Pakistan. The organization is designed to facilitate quick responses to emergencies and
efficiently deliver various social welfare services. Below is an overview of the
organization's structure and design:

1. Departmentalization Type:
The Edhi Foundation utilizes a functional departmentalization type. This approach
groups employees based on their specialized functions and skills. The different services
provided by the foundation, such as healthcare, emergency services, orphanages, and
educational initiatives, are likely organized into separate functional departments. This
allows each department to focus on its specific area of expertise, promoting efficiency
and expertise in service delivery.

Six Key Elements of Organization Design:

1. Work Specialization:
Work specialization refers to the degree to which tasks are subdivided into
separate jobs. In the Edhi Foundation, work specialization is evident in the division of
labor among different departments. For example, there are specialized teams for
ambulance services, healthcare, education, and other social welfare activities.

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2. Departmentalization:
As mentioned earlier, the Edhi Foundation uses functional departmentalization.
Different departments are created based on the specific functions they perform. This
structure helps in achieving efficiency and expertise within each functional area.

3. Chain of Command:
The chain of command in the Edhi Foundation is likely to be relatively flat due to
its decentralized structure. Quick decision-making is crucial in emergency and social
welfare situations, and a flatter hierarchy allows for more rapid communication and
response.

4. Span of Control:
The span of control refers to the number of subordinates a supervisor can
effectively manage. In the Edhi Foundation, a wider span of control might be present at
lower organizational levels, enabling quick decision-making and responsiveness in the
field.

5. Centralization and Decentralization:

The Edhi Foundation, given the nature of its services, is likely to have a
decentralized organizational structure. Decentralization allows for greater autonomy at
the regional and departmental levels, enabling quick responses to local needs and
emergencies.

6. Formalization:
Formalization refers to the extent to which rules and procedures are in place to
standardize behaviors and decisions. While some level of formalization is necessary for
consistency, the Edhi Foundation may keep formalization to a minimum, allowing for
flexibility in responding to the unique and dynamic challenges it faces.

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 ASSIGNMENT NO. 3

Explain the Human Resource Management process of the selected

organization in detail;
Mention their;
1. Recruitment and Selection Process

2. Training and Development Programs

3. Performance Management System

4. Appraisal Methods used there

5. Career Development Opportunities.

Human Resource Management Process of Edhi Foundation:

1. Recruitment and Selection Process:
The Edhi Foundation, being a prominent social welfare organization, may follow a
rigorous recruitment and selection process to ensure that individuals joining the
organization are aligned with its values and committed to the humanitarian mission. The
process likely involves the following steps:

Job Analysis:
Identifying the skills, qualifications, and attributes required for various roles within the
organization, considering the diverse services provided by the foundation.

Job Posting:
Posting job vacancies internally and externally to attract a wide pool of candidates.

Application Screening:
Reviewing applications to shortlist candidates who meet the specified criteria.

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Interviews: Conducting interviews to assess candidates' suitability for the organization
and their alignment with its values.

Reference Checks:
Verifying candidates' professional and personal references to ensure authenticity.

Job Offer:
Extending offers to selected candidates, outlining the terms and conditions of
employment.

2. Training and Development Programs:

Given the multifaceted nature of the Edhi Foundation's services, training and
development are likely crucial for employees to acquire the necessary skills and
knowledge. Training programs may include

Emergency Response Training:

For staff involved in ambulance services and disaster response.

Medical Training:
Especially for healthcare professionals working in Edhi hospitals and clinics.

Counseling and Social Work Training:

Relevant for those working in orphanages and providing support to vulnerable
populations.

Continuous Professional Development:

Ensuring that employees stay updated on the latest advancements and best practices in
their respective fields.

3. Performance Management System:

A robust performance management system is essential for ensuring that employees
contribute effectively to the organization's mission. This process likely includes:

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Goal Setting:
Establishing clear and measurable performance goals aligned with the organization's
objectives.

Regular Feedback:
Providing ongoing feedback and coaching to employees to enhance their performance.

Performance Appraisals:
Conducting periodic performance reviews to assess individual and team achievements.

Recognition and Rewards:

Acknowledging and rewarding exceptional contributions to motivate employees.

4. Appraisal Methods Used:

The Edhi Foundation may use various appraisal methods to evaluate employee

Performance, including:
360-Degree Feedback:

Involving feedback from peers, subordinates, and supervisors to provide a holistic view
of performance.

Key Performance Indicators (KPIs):

Establishing and assessing performance against specific KPIs relevant to each role.

Behavioral Observation: Evaluating employee behavior and actions in alignment with the
organization's values.

5. Career Development Opportunities:

Career development is likely a priority for the Edhi Foundation to ensure that employees
grow within the organization. Opportunities may include:

Promotions:
Recognizing and promoting internal talent to higher positions.

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Skill Enhancement Programs:
Offering training and workshops to develop new skills relevant to employees' career
paths.

Educational Assistance:
Supporting employees in pursuing further education and professional certifications.

Conclusion:

The Human Resource Management process of the Edhi Foundation is likely tailored to
the unique needs of a social welfare organization. By prioritizing recruitment aligned
with its values, providing comprehensive training, implementing effective performance
management, utilizing diverse appraisal methods, and offering career development
opportunities, the foundation can ensure a skilled and motivated workforce committed to
its humanitarian mission.