|Organisational design is the driving force of your business. It provides the infrastructure for the business processes and ensures that your employees pursue and achieve the goals and the objectives in an efficient and cost-effective way.
Why Organisational Design Matters
To be successful and competitive in the long run, you need to align your strategic goals with your organisational design. Organisational design determines organisational behavior and influences organisational culture.
When your organisational structure is unresponsive to external and internal changes, and when the processes are inappropriate or obsolete, your business faces some or all of the following issues:
Benefits of Organisational Design
To maintain focus, functionality and efficiency, an organisation should continually revise and update how it is organised and check whether it is in line with internal and external changes.
Redesigning the organisational structure helps to improve processes and to increase employee engagement and contribution. Both have positive impact on the individual and organisational performance, as well as on customer satisfaction.
To help your staff do the job efficiently and in line with your business goals, you need efficient organisational design.
While we work on organisational (re-)structuring, we take into consideration:
- The purpose, objectives, goals and strategies of the organisation and its units,
- The structure of units and jobs,
- The work flow and processes that need to be improved, related, simplified and standardised,
- The document management practice,
- The flow of communication across the organisation, horizontally and vertically,
- How efficient and effective is the utilization of the resources,
- Procedures and legal compliance.
The process of organisational (re-)design involves certain stages:
- Assessment of the organisation’s structure,
- Identification of the root causes of reduced organisational performance,
- Assessment of the organisational culture, strategic goals and business objectives,
- Future goals, objectives and needs,
- Revision of the organisational structure and jobs,
- Implementation of structural changes.