![]() ![]() ![]() Wherever it sits, it’s good practice to use multi-disciplinary teams and employee involvement techniques to ensure a wide range of individuals and functions are involved. Our podcast A new dawn for OD explores how we see organisation design evolving. Designing and implementing HR practices will benefit from an organisation design mindset. Whether undertaking a formal organisational design activity or not, HR practitioners at all levels can undertake organisation design to some degree. They’re often the gate keepers of the organisation’s people data, have a system-wide view of the organisation, and have a good understanding of the organisation’s ‘undiscussable’ issues and performance challenges. Organisation design requires specialist knowledge, skills, and behaviours, but people professionals more broadly have an important role to play. HR - where the organisation recognises that effective people practices will have the biggest impact on overall performance and success.Project management - as organisation design and development are often implemented through a series of projects.Quality - particularly if the organisation is highly compliance-led and has a keen focus on process driven value.However, if success in one area is inextricably linked to practice elsewhere, and a variety of mechanisms need re-aligning, then larger-scale organisation design is more appropriate.īecause of its strategic nature, organisation design sits in different departments in different organisations, including: If they are relatively self-contained and local in their impact, then an organisation development approach is more suitable. The key difference between organisation design and organisation development is the scale of the issue(s) and solutions. When the building has been built (implementation of organisation design), it will be maintained and improved as it is used (organisation development). For example, organisation design uses the same kind of review an architect would undertake before drawing up plans for a new office building – they would look at how it will be used, by how many people, what it should look and feel like– all before drawing up building plans. When organisation design is implemented, the practices are maintained by ongoing organisation development activities. See how organisation design fits into our Profession Map. This includes systems, structures, people practices, rewards, performance measures, policies, processes, culture and the wider environment. It often requires a review of the entire organisation and its context to decide what does and doesn’t work. designing organisational practices that bridge that gap.analysing the gap between where it is and where it wants to be. ![]() reviewing what an organisation wants and needs.Organisation design, or re-design, focuses on aligning the shape and structure of an organisation with its strategy. ![]()
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