Organisational Design

Organisational design fundamentals provide the corner stone for business success and strategy execution. It provides fit for purpose organisational structures aligned to strategy that translate into clearly defined and articulated layers of accountability, business processes and jobs. The lack of solid organizational design principles places the organization at risk of inefficient work flow and debilitates business enhancing processes such as talent management and culture and leadership interventions.

Our Value Proposition

Our value proposition is fit for purpose design aligned to strategy that will include the following;

  • Organisational structures aligned to the operating and business model
  • Business processes and business profiles that consider linear and cyclical cause
  • Job profiles that provide role clarity and are integrated to other HR processes ranging from grading and benchmarking to talent management, performance management, career pathing and workforce planning
  • Job evaluation that provides grade structure and job worth hierarchy that enables clear layers of accountability and decision making
  • Career paths to facilitate lateral and horizontal growth and development
  • Work force planning that incorporates strategic organisational needs in terms of workforce make-up, supply and demand of core skills, how work gets done, by whom through enabling technology and intelligence

Our Approach

We have a systemic approach to organisational design that considers both cyclical and linear cause and effect. Our design approach allows us to be acutely aware of the intricacies of organisational processes (behaviour) that deliver results. We believe that people, processes and technology should be understood and optimised in the context of their relationships with each other rather than them operating in isolation.. The following high level actions form the baseline of our design interventions.

  • Understanding current reality and providing a baseline
  • Conducting readiness assessments to determine people, process and system’s capacity to change and ultimately impact of change
  • Identifying ideal or “to be” state
  • Design with our clients
  • Transition and change management
  • Implementationorganisational-development
  • Organisational structures
  • Workforce planning (PDF)
  • Manpower planning
  • Business process mapping and business profiles
  • Job analysis, job and position profiles and job descriptions
  • Job evaluation and grading
  • Grade Structures / job worth hierarchy
  • Career paths
  • Restructuring/Retrenchments