Tata Steel, the sole profit-making private sector steel company, has delayered its organisational structure from 14 layers to 5 in the officers' cadre, as part of an effort to make the company more linear.
The move follows the performance ethics programme recently undertaken by the steel major.
The layers identified are 'impact levels 1 to 5'. Level-1 comprises executive directors, level-2: general managers, level-3: divisional managers, level-4: senior managers and level-5 consists of assistant managers and officers.
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"We have already done with the first three levels and are in the process of organising the fourth and fifth levels," a company official said. The entire process is expected to be over shortly, he added.
Meanwhile, the company has also shuffled the regional postings of many senior executives over the last month. According to company officials, a major recast was witnessed primarily in the production, finance and sales departments.
"The idea is to remove the element of monotony. Also, an employee gets the opportunity to identify his ability to work on other departments as well. The human resource practices of the company have been re-engineered to create a high-performing organisation," the official said.
As per the new structure, the impact levels and not the designations will drive hierarchy and compensation. It is also aimed at delegating financial powers at the decision-making level.