Your organisational structure is the vehicle that delivers your strategy, services and performance

It is critical that a business should know what its employees do on a daily basis – having a suitable organisational and reporting structure reflects directly on the effectiveness and success of the company. Performance-driven organisations are focusing on their core business in order to utilise their human resources to maximum effect.

Efforts to improve performance of group service delivery should begin by looking at an organisation’s strategy and its operational processes. Modifying the design and structure of an organisation can help realise specific organisational goals – as the strategic management saying goes: ”structure follows strategy”.

Our Approach

Our approach to organisation design ensures that organisation strategy is linked to the mandate and operating model and thus informs the design of the organisation.

 

We assist organisations connect the dots between soft (behavioural) change and hard organisational (design/structure/architecture) development processes. Furthermore we assist organisations navigate the complex link between organisation development and rewards systems in ensuring employee engagement and productivity.

Our Services

We offer end to end organisational development advisory services which include the following hard and soft issues:

  • Organisation design and structuring

  • Feasibility studies

  • Competency management

  • Change management and transformation

  • Culture and climate surveys

  • Work study

  • Business process re-engineering/review

What does Job Design involve?

Job Design answers these questions. It explores, studies, records and determines the relative importance of a specific job’s:

  • responsibilities
  • duties
  • physical skills
  • emotional skills
  • accountabilities
  • work environment
  • ability requirements

What does Job Profiling involve?

Properly constructed Job Profiles provide an accurate picture of the outputs currently performed in each job. The completed Profiles are the centrepiece of an integrated response to the organisation’s human capital needs. The Job Profiling data is used for a host of HR and Remuneration activities and is critical for the planning and implementation of all of the organisation’s functions and processes.

What is Competency Modelling?

Competency modelling determines the specific competencies (behaviours) that encompass the knowledge, skills, and attributes required for successful performance in a given job, such as:

  • intelligence
  • aptitude
  • traits
  • habits
  • motives
  • social roles
  • self-image
  • environment

Why is it so important to develop Competency Dictionaries?

Competency Dictionaries support the critical process of Job Matching.

Why is Job Matching so critical to our organisation?

Job Matching  helps to achieve various organisational objectives:

  • Selecting superior performers
  • Reducing turnover expense
  • Increasing retention of high performers
  • Planning professional development unique to each job and employee
  • Cultivating the next wave of managers
  • Preparing the next key leaders
  • Assuring that everyone’s focused on achieving the goals in the strategic plan
  • Making high performance the norm in your organisation

What do Skills Audits and Skills Planning involve?

Skills Audits and Skills Planning help achieve human resource development goals, and involve:

  • Taking stock of the expertise the organisation currently has at its disposal
  • Identifying skills gaps
  • Optimising current expertise (development)
  • Setting goals for human resource development
  • Developing strategies
  • Outlining tasks and schedules

 We can assist you …

  • By linking the structure to strategy
  • By reviewing/auditing your existing organisation structure
  • With defining an appropriate structure for your organisation
  • With the implementation and communication of the new structure
Other Remuneration consulting services