Project Organizational Structure 4. Organizational design 5.

Project for Designing Work Organizations                                            Awarded by Professor A.V. Raman.                                                                                                                      Submitted By:                                                                                                                      Aman Nagaich                                                                                                                      EPGP 1702INTRODUCTIONFor the project work I have selected Hilti India Pvt. Ltd.

as anorganization in which I am employed presently as Technical Manager for HaryanaLocation looking after Construction Project Management, Sales & Marketingof Anchor Fastening, Power Tools, Industrial installation systems & FireProtection Units.Brief Introduction of HILTI  Hilti Corporation (Hilti Aktiengesellschaft or Hilti AG, also known as HiltiGroup) is a Liechtenstein multinational company that develops, manufactures, and markets productsfor the construction, building maintenance, and mining industries, mainly to the professionalend-user. It concentrates mainly on anchoring systems, hammer drills, firestops, and installation systems, but manufactures and marketsan array of tools (including cordless electric drills, heavy angle drills, laser levels, power saws, and fasteners). Hilti, a registered trademark of the various Hilti corporate entities, is thefamily name of the company’s founders.Image of Hilti Head Quarter in Schaan , Principality of Liechtenstein Industry Manufacturing Founded 1941 Headquarters Schaan, Liechtenstein Key people Martin and Eugen Hilti Products Power Tools, Anchors, Diamond Drills, Laser Products, Firestops Revenue CHF 5 bn (2017) Number of employees 25,000 worldwide (2017) Website www.

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order now   As this was the description of Hilti Group Globally but as I am a partof Hilti India so I will lay stress on the following topics relating to thesubject & topic:1.    BusinessModel2.    7 S Model.3.    OrganizationalStructure 4.    Organizationaldesign5.    HierarchyAnalysis6.

    OrganizationalEnvironment7.    WorkingCulture8.    EmployeeEngagement & Employee Satisfaction9.    Compensationplan rather than fixed emoluments  10.

At last onscope of improvement & necessary changes for more flexibility. 1.    BusinessModel:   Core motive of organization is customerengagement & customer satisfaction.Company lays more stress on values, discipline,people, culture, operation excellence, fair pricing to customer’s, operational excellence,segmentation & excellent service provider.    7-S MODEL The 7SModel is a management model developed bywell-known business consultants RobertH.

Waterman, Jr. and Tom Peters (who also developedthe MBWA– “Management By Walking Around” motif, and authored In Search of Excellence) in the 1980s. This was a strategic visionfor groups, to include businesses, business units, and teams. The 7 Ss arestructure, strategy, systems, skills, style, staff and shared values.Themodel is most often used as an organizational analysis tool to assess and monitor changes in the internalsituation of an organization.

Themodel is based on the theory that, for an organization to perform well, theseseven elements need to be aligned and mutually reinforcing. So, the model canbe used to help identify what needs to be realigned to improve performance, orto maintain alignment (and performance) during other types of change.Whateverthe type of change – restructuring, new processes, organizational merger, newsystems, change of leadership, and so on – the model can be used to understandhow the organizational elements are interrelated, and so ensure that the widerimpact of changes made in one area is taken into consideration.This Model enables organization to follow:1.    Strategy2.

    System3.    Structure4.    Skills 5.    Style6.    Staff 7.    SharedValues Organizational Structure & Organization Design: As per mine understanding & study on Hiltiorganizational structure they follow mix of Divisional & Product basedorganizational structure.           Schematic diagram toexplain the organization structure of Hilti      Now as briefed earlier that Hilti Follows amix of both so to explain both type of structure.

 1.    DivisionalStructure: The divisionalorganizational structure organizes the activities of a business aroundgeographical, market, or product and service groups. Thus, a company organizedon divisional lines could have operating groups for the UnitedStates or Europe, or for commercial customers, or for the green widget productline.a)    Divisions are organized as per products & services.b)    Good forachieving coordination among functional departments. 2.    ProductBased Organizational Structure: An organizational structure is a framework inwhich companies outline the different responsibilities in their company.

Aproduct-based organizational structure separates the company by products,activities, projects or geography. This allows a company to have a focus onspecific items in its business operations.   Divisional Structure         Product Based Organizational Structure     So,based on lectures, guidance provided by Professor Raman & through thoroughstudy done by me during building this project conclusion derived by me is that mine organization Hilti follow a mixculture of Divisional & Product base organizational culture . Organizational Environment & Working Culture  Mumbai, Jun 30, 2017 – As an organization that believes in passionatelycreating enthusiastic customers and building a better future, Hilti India rewardedthat it has been ranked as a “Best Company to Work For – 2017” by the GreatPlace to Work Institute, which is based on anonymous employee feedback.Hilti has secured the 2nd rank in theConstruction and Real Estate industry and are 83rd amongstcompanies of different sizes and sectors, which participated in thisyear’s competition Hilti was awarded with The Great Place to WorkAward which represents one of the most distinguished employer-of-choice andworkplace recognition an organization can receive.

It defines a great workplaceas one where employees trust the people they work for, have pride in the workthey do and enjoy the people they work with. In 2017 more than 600organizations, applied to Great Place to Work Institute to assess and benchmarktheir workplace culture. The institute has an objective methodology ofassessing workplace culture, that has been adopted by thousands oforganizations, globally to evaluate and identify the best cultures. Great Placeto Work Institute has recognized the 100 best workplaces as ‘India’s BestCompanies to Work For- 2017’ from organizations having an employee strength ofmore than 500 and represent 20 industry sectors and Hilti is immensely proud tobe among Top 100 Companies to work for. Again, with the above description it is clear& it’s true as being a part of organization that Hilti is a company whichthinks about its employee’s their family due to which consistently its gettingrewards for great place to work within Asia & Globally. Compensation Plan & incentives ratherthat fixed salary for more employee engagement & satisfaction on workperformance. After discussing all the parameters mostimportant aspect that comes for employees is Compensation plans in terms ofbonus, incentives or commission.

Hilti had planned a different model for the year 2018. Below mentioned model depends on multiplierfunctioning & modelling.   Which states that employee of any team eithermarketing, sales, tool repairing, market reach will be rewarded with variablepay based on individual performance. Above model can be illustrated with a salesmanager of a territory that to earn variable pay month wise he must perform interms of sales & revenue collection for 90%.

Then on achieving this target bare minimum he/she would be paid with variable pay with multiplier factor depending on basismonth pay.And as much he/she will perform that much moreincentive will be paid depending in term of sale & revenue.                                                                                             Lastly after discussing on the whole Organizationthere are few nodes where improvement is required for more result orientation& employee engagement. 1.    Operations & Logistic Management needs more focusimprovement.

 2.    An Individual in field handling approximately 200 accountscannot entertain each of them in a month so more channels to be involved interms of outbound calling, Relationship management, Product orientation& demonstration’s.  3.    Employee’s out from head offices should be framed in a waythat they should also get opportunity to visit offices, working culture byarranging a 2-3 days’ cultural seminar’s,Sports Event, Family Get Together on FestivalEvents. 4.    As a Part of team Junior members should also get chance tointeract with their senior officials in meeting & should also getopportunity to present themselves in board meetings. That’s All from mine side.Thanking you …    


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