Leverage organisational design to strengthen short-term performance and deliver long-term sustainability.
We can help you gain operational advantage.
Organisational design can be transformative in its impact on performance, productivity and sustainability. But it also brings wide-ranging implications for HR.
As the process of aligning the structure of an organisation with its objectives, it invariably carries significant people-related risks.
For HR professionals, the challenge is to drive strategic value of the people function and management of people-related risks through organisational design projects, while maintaining delivery of day-to-day workforce demands.
Organisational design considerations for HR
Effective organisational design goes beyond structural concerns.
Whether in the pursuit of efficiency or advantage, or in response to a new mandate, structural changes are invariably complex processes, impacting workforce management and development.
The HR function is responsible for taking the lead in ensuring transformation across the organisation’s culture, human capital and the supporting HR infrastructures.
Processes, structure and culture will be subject to review and redesign to meet organisational objectives, often with a strong emphasis on organisational behaviour, human resource development and change management.
- Shared vision – Change is a source of concern among employees. It is for the organisation to be open about the vision for the redesign, and what this means for the organisation as a whole and for them as individuals. Be clear about the imperative for change. This will demand a commitment to employee engagement and communication from the outset onwards, to pre-empt objections, preserve morale and productivity and avoid workforce attrition.
- Drive accountability – A new structure will invariably mean a change in governance, roles and responsibilities. These must be defined and assigned early and clearly with performance measures in place.
- Efficiencies – It will be important to understand the business processes, workflows, roles and responsibilities, volumes of work, activity analysis and resources that underpin the structure and where opportunities for improvements lie.
- Transition management – Planning and implementation of the transition from the old structure to the new will demand sustained focus, resource and effort, including ongoing monitoring of the change impact.
We can help
At DavidsonMorris, we help maximise the value of HR’s role and contribution to organisation design initiatives.
Our specialist HR consultants are experienced in managing and providing strategic input into a large range of complex design projects.
With specialist HR insight and experience, we design solutions that enable organisations to manage complexity, mitigate risk exposure and ensure sustained performance.
- Carrying out feasibility studies and developing business cases
- Consultation with stakeholders, staff, unions, executives
- Review of processes, workflows, roles and responsibilities, volumes of work, activity analysis and resources
- Input into the decision and formulation of an organisational structure that supports strategic objectives
- Integration and framework planning for the new structure
- Ensure effective staffing
- Assignment of roles and responsibilities
- Transition support through staging, sequencing and work streams to monitor, measure and adjust
- Delivering change management awareness programmes for managers and staff
We work closely with management and the HR function to support in optimising opportunities that deliver organisational value while reducing exposure to people risks.
By providing early input, we can facilitate informed and effective organisational design decision-making and help develop strategies that shape successful and sustainable outcomes for organisational benefit.
Through a strategic review we can identify opportunities to simplify and remove complexities in HR practices, structure, capabilities and processes.