Span of Control

Topics: Management, Human resource management, Human resources Pages: 5 (1067 words) Published: March 9, 2013
Span of control
Span of management also known as span of control means how many subordinates are handled by a superior. It is one of the basic functions of organization. Simple meaning is - how many people are directly reporting to one manager. The central concern of span of management is to determine how many individuals a manager can supervise effectively. Span of management is also called the span of control, span of authority, span of supervision and span of responsibility. Span of management refers to the number of subordinates that a manger can efficiently manage. Number of subordinate directly reporting to a manager is known as span. Span of management is important for •          Determining the complexity of an individual manager’s job and •          Determining shape and structure of the organisation The term Span of Management is also known as Span of Control or Span of Authority or Span of Supervision. Simply stated Span of Management means the number of subordinates that a manager can effectively manage. This concept implies that the number of subordinates directly reporting to a superior should be limited so as to make supervision and control effective, because executives have limited time and ability. It is an accepted proposition that the larger the number of subordinates reporting directly to a manager, the more difficult it will be for him to supervise and coordinate their activities effectively.


Turnover is the process through which staff leave a business or organization and that business or organization replaces them.

turnover or staff turnover or labour turnover is the rate at which an employer gains and loses employees. Simple ways to describe it are "how long employees tend to stay" or "the rate of traffic through the revolving door". If an employer is said to have a high turnover relative to its competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry. High turnover may be harmful to a company's productivity if skilled workers are often leaving and the worker population contains a high percentage of novice workers.

There are seven main functions of HR :

Function 1: Manpower planning

Function 2: Recruitment and selection of employees

Function 3: Employee motivation

Function 4:Employee evaluation:

Function 5:Organizational relations

Function 6: Provision of employee services

Function 7: Employee education, training and development

• Job Design (JD)
• Job Analysis
• Human Resource Planning (HRP)
• Recruitment
• Selection
• Hiring
• Induction
• Performance Evaluation
• Compensation Management
• Training and Development
• Employee Movements
• Welfare Administration
• Health and safety Administration
• Discipline Administration
• Grievance Handling
• Labour Relations

What is a Human Resources Information System (HRIS)?

A HRIS, or Human Resource Information System, is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities. It refers to the systems and processes at the intersection between human resource management (HRM) and information technology

A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.

The mission of the Department of Human Resource Information Systems (HRIS) is to develop and lead information system plans that meet Human Resources’ automation, data, records and information management requirements. The department’s primary focus is on establishing integrated systems for the administration and deployment of strategic Human Resource information, programs, and services....
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