Achieve full alignment between your business strategy and your organizational structure
Transform Your Structure
McConnell HR Consulting assists clients during significant organizational transformation events such as reorganizations, growth, downsizing, new business lines and the introduction of new IT systems by considering and addressing all of these elements.
Our HR services in this area include project planning, organization design, determination of key functions and roles, mapping of staff resources, business process modeling, and change management.
Organization Design is
- The way an organization is structured to comply with a strategic plan.
- Organization Design is how work is structured. It is the link between the goals of the organization and how managers and staff are working to achieve those objectives.
- A process for improving the probability that an organization will be successful by assessing and re-shaping structure and positions to better meet (business) goals.
- Used to match the form of the organization as closely as possible to the purpose(s) the organization seeks to achieve.
A significant redesign is called for when your organization evolves to the point at which there are substantial congruence problems between the formal organizational arrangements and the other components of your business (such as reporting, business processes, information, performance measurement, and control systems.) These situations may be driven by:
- Shifts in competition, regulation, technologies, markets or resources – resulting in a redefinition of work requirements.
- Mergers and acquisitions.
- Cultural or political change.
- Staffing changes (such as new leadership, or changes in needs, preferences or skill levels).
Key elements which we consider during Organizational Assessments
- Strategy – The basic approach to achieving the mission. We review strategy, overall business plans and anticipated changes in order to ensure congruence with your organization structure.
- Work Processes – The major sets of interconnected business and program activities; through which inputs are used and outputs / deliverables are produced.
- Structure – How the characteristics and forms of jobs are organized in relation to each other and to the work flow. This includes the definition of work units, levels of supervision, job/work design, the span of supervisory control, and the delegation of authority.
- Systems – The formal and informal procedures which make the organization work.
- People / Skills – The types of professions and skills needed to perform the work.
- Culture – These are the norms of the organization, the “way we do things around here”, and should not be overlooked. This is reflected in people’s behaviour, and can be a key driver of organizational structure.
Our OD project work plans include the following steps:
- Confirmation of objectives, scope, environment, client requirements etc.
- Document reviews, stakeholder interviews, and focus groups.
- Review of strengths, weaknesses, opportunities and challenges.
- Assessment of functions, roles, responsibilities, capacity, skill requirements, jobs / positions and reporting relationships.
- Preliminary findings.
- Solutions design.
- Modelling; Conceptual Business Model, Functional Organization Chart, and Detailed Organization Chart.
- Presentation of options.
- Client validation.
- Delivery of findings, approved recommendations, and implementation plan.