Organisational Design

Use the right organisational design model to align your people to your strategic priorities

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Organisational design involves the alignment of your people and processes to the company strategy, operations, and goals of your business. It goes beyond simply an organisational chart with names in boxes: it aligns the accountabilities, decision-making, culture and priorities for your business to your strategy.

Why do you need it?

When small businesses grow, the level of clarity over who is doing what can decrease.  It makes that when there are more people, there is a greater chance of confusion.  Without clear accountabilities in place, the result can lead to disorganisation, inefficiency and priorities not being attended to.  This mode of chaos will continue if not properly addressed with the right approach to organisational design.

Who is it for?

Small-medium business owners who feel that their teams need to be greater aligned to the strategic and operational priorities of the business would benefit from our approach.  When you are feeling like people are not clear on what they are meant to be doing, if your team is not organised as well as they should and/or the tasks don't seem to be allocated to the right person then you could probably benefit from our approach.

What do we offer?

Organisational Design is not about producing a chart with boxes and names.  It's about defining what the business does, what it's strategic priorities are and how best the team should be organised and work.

Step 1: Define and document your organisational process universe.

Creating position descriptions in isolation can lead to missing tasks and functions that are of high value, but might not be immediately pressing.  Defining the value chain of activities end-to-end of what the business provides to its internal customers and external customers creates the framework on which every position is based.

Step 2: Assign accountabilities within each process

Assumptions on who is accountable for what can lead to conflict, double-handling and inefficiency.  Engaging in a discussion on who has ultimate accountability, versus who need to contribute along with how and why creates a sense of confidence and ownership for everyone.

Step 3: Document Position Descriptions

Position Descriptions that have been loosely composed, borrowed from a friend or created without context are simply documents that sit on the shelf.  Conversely, developing Position Descriptions that are aligned to the Organisational Process Universe and agreed accountability structure provide a much stronger basis for achieving a tangible improvement in your business.

Step 4: Implement action plans to make it happen

It's not just enough to have the right documents in place and it's essential that you see a real tangible difference in your business.  So throughout the conversation, the systems, processes, tools, mindsets, knowledge and personnel required to make it happen will also be identified.  We will work alongside you to help build and maintain momentum to the new state of working.

So how does this issue come about?

Entrepreneurialism is alive and well in Melbourne, Sydney and across all of Australia. However, when going through a rapid phase of growth, businesses can often stagnate and even regress if they don’t have the right organisational design process as part of their workplace strategy. Their organisation often has duplication of effort, blind spots, and missed opportunities. For small and medium business owners, dedication of time and effort towards designing your business organisational restructure is often a missed piece of the puzzle. The result is that the business doesn’t have the bench strength and alignment needed to fulfil its organisational strategy.

By working with expert HR consultants early in the piece on your structure and design, your business can continue to expand and beat the competition. With the right advice and implementation through properly managed organisational restructuring, you can avoid the pitfalls that come from a lack of proper design.

Consider the following

• Do you have the right people in your organisation, but maybe not fully aligned to their strengths?
• Do you have activities that are considered important – but not urgent – that you are failing to address?
• Do you still have duties that you perform yourself that will hold you back from focusing on what you do best due to lack of delegation?

If you have answered yes to one or more questions, your organisation may benefit from our business structure consulting services. Learn how to restructure and improve the performance of your business by changing your approach to change.

Why you should work with Beyond HR Consulting on your organisational design

At Beyond HR Consulting, our organisational design model focuses on leveraging the strengths of the team, whilst also aligning process accountability to minimise hand-offs. Our HR consultants utilise psychometric testing combined with design tools such as presentation structures that best suit fast-growing SMEs. Our advice on organisational design has been specifically developed for small businesses, as well as medium businesses in Australia going through rapid growth. Most importantly, we have tips and strategies for how to best execute your new structure and design.

Organisational restructuring – a process of change and design

The businesses that succeed only do so because they have a carefully controlled workplace strategy that works well within a business structure that is designed specifically for them. Let Beyond HR create a personalised business organisational structure that will see you and your team achieve sustained, profitable growth.

Invest in your organisation and team by contacting us today to discuss organisational design models, internal restructuring, and other HR services that may benefit you.

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