From Three to Thirty

Who this book is for

Người làm nhân sự ở doanh nghiệp vừa và nhỏ Việt Nam: chuyên viên nhân sự tổng hợp, trưởng phòng nhân sự một hai người, hoặc quản lý hành chính kiêm nhân sự ở công ty từ hai mươi tới vài trăm người; tự lo từ tuyển dụng, hợp đồng, chấm công, bảng lương tới đào tạo, và thường báo cáo thẳng cho giám đốc.

Sound familiar?

• The director still approves every small thing at thirty-plus staff.
• Nobody is sure which team owns a given task.
• Top specialists are made managers without being asked.
• The org chart is two years old and no longer true.

Each chapter answers one question

1. Chapter 1: Is the structure broken, or are people not trying?

   What signs show the current structure has become too tight?

   An old structure breaks slowly, through delayed work and questions about who does what.

2. Chapter 2: Draw the org chart first, or list the work first?

   What work in my company needs someone to do it?

   Before drawing boxes, list the work.

3. Chapter 3: Does another management layer make things faster?

   How many layers of management does my company need?

   Adding a management layer adds a step in passing information along.

4. Chapter 4: Is one announcement enough to change a structure?

   How do I announce and roll out the new structure?

   Changing structure changes each person's habits, and it needs a communication plan.

5. Chapter 5: Is an org chart ever really finished?

   How often do I review the structure?

   An org chart is a living document, to be reviewed whenever you hire.