ORGANIZATION RESTRUCTURE / CHANGE MANAGEMENT
Our experts have experience in managing a large range of HR projects, from small scale restructures to wide-scale and complex organizational change. We can be involved from the outset, and can be involved in / take the lead in any of the following aspects:
Carrying out feasibility studies and developing business cases
Developing, managing and implementing project plans
Consultation with stakeholders, staff, unions, executives
Delivering change management awareness programmes for managers and staff
Organizational Restructure: When & Why ?
There are three common "triggers" for Organization Restructure
1. Something's changed, either inside or outside of the business.
Perhaps you've bought some new technology, or a rival has entered your territory. Maybe an important piece of legislation affecting your business has changed. Some factors are exciting, some are worrying, but they all require a response – and that likely means some alterations to the way you operate.
2. You've set new strategies or goals.
An organization might take the strategic decision to approach its work in a different way for any number of reasons. It might also change the ways it measures success. For example, a publishing company might decide to produce less in print, offer more free content online, and aim to make most of its money from advertising. In which case, it would have to set new goals for website engagement and advertising revenue, and it would need to implement an Organization Redesign process to pursue this new strategy.
3. The current design no longer works.
Many aspects of change affecting an organization are gradual. But, in time, a "tipping point" is reached. Perhaps you've increased your people's flexible working options, but problems are beginning to show: absence is up, deadlines are being missed, and there's a growing sense of inequality across the business. Enough's enough: your organizational design needs to restructure.
From experience on the field we have realized that as organizations grow, there will be need to juggle their structure to fit their present day realities. Organizational Redesign or Organizational Restructuring is not mere connecting lines and boxes; in designing a structure, one must be able to align decision making at every touch point with strategic objectives of the organization and more importantly clarify how work gets done to sustain continuous improved performance.
Based on your new Strategic Goals, we will:
Establish Key Performance Indicators and Measurement Metrics.
Develop Performance Appraisal System.
Determining communication lines for smooth relationship amongst staff.
Monitoring the implemented structure to ensure compliance.
Organize a retreat to implement the new structure.
Carrying out feasibility studies and developing business cases.
Create an aligning Organogram.
Develop Job Description for the roles on the organogram.
Develop new or more Policies and Procedures where required to guide the operations of the entire structure.
Establish the process flow for each task.