Organizational Design

 

ORGANIZATIONAL ARCHITECTURE DEFINITION

Good organizational architecture provides access to the skills and knowledge needed to implement organizational strategy. Great architecture goes further; it empowers managers and employees, giving them the autonomy, resources and organizational support they need to work effectively.

Typical Client Challenges:

  • Poor organizational architecture leading to poor process control, power conflicts and confusion.
  • Employees lack clarity on job description, grades/levels and career path within the company
  • Bottlenecks in decision making and difficulties in coordination.

Ashford & McGuire’s ValuePlus solutions:

  • Review and re-design organization architecture to facilitate efficient use of resources
  • Define and clarify grades/levels and career paths

 

LINKING ORGANIZATION DESIGN WITH STRATEGY

No one right design or structure suits all organizations; the structure must be aligned to the particular strategy the organization is pursuing. An organization’s overall success and competitive advantage can be traced back to its strategic initiatives and design.

Typical Client Challenges:

  • Unclear strategy and ineffective organization design
  • Inability to interrelate corporate strategy with organizational design.
  • Understanding the implication of corporate change (strategic change) on organizational design in terms of staffing needs, business systems, rewards etc.

Ashford & McGuire’s ValuePlus solutions:

  • Facilitate the management of corporate strategy and organizational design.
  • Assist in change management process in terms of aligning strategy with organizational structure/design.

 

JOB DESCRIPTIONS

Job descriptions are used for different purposes by the employee and the human resources department – definition of function and responsibilities, recruitment, training and development (establishing and updating performance goals/standards), succession planning, assigning jobs, determining compensation and benchmarking.

Typical Client Challenges:

  • No proper job analysis
  • No clear outline of role function and responsibilities.
  • Outdated job descriptions

Ashford & McGuire’s ValuePlus solutions:

  • Conduct job analysis to determine tasks necessary for performing the job.
  • Assist in reviewing and updating job descriptions.
  • Designing job descriptions (for new and current roles)

 

MANPOWER PLANNING

Manpower planning determines the number of people required and available to operate, maintain and support ‘a system’.

Typical Client Challenges:

  • Poor information gathering making manpower planning difficult or impossible.
  • Staff shortage or over-staffing.
  • Manpower planning is not an integral part of organization’s strategic planning process.

Ashford & McGuire’s ValuePlus solutions:

  • Facilitate the collection and analysis of data to provide long term and short plans and forecast to meet our client’s organization’s mission
  • Assist in manpower planning by assessing company present and future needs (and resources).