With economic uncertainty, market disruption, geopolitical instability, and changing consumer behaviour shaping the business environment, organisations must adapt if they are to survive and grow.
As companies evolve, systems and day-to-day processes may no longer be aligned with business goals. This can lead to
- Dysfunctional workflows
- Poorly performing teams working in silos
- Task redundancy or duplication of effort across teams or individuals
- Lack of accountability
- Delays in decision-making
- Poor upward and downward communication
- Lack of authority to address problems.
These problems are symptoms of issues rooted in organisational design.
Can’t get productivity levels up?
Low productivity is a symptom of a poor organisational structure.
Over 50% of companies are ineffective in designing organization structures.
Organisational Design: Restructuring for Success
Organisational design takes a holistic view of the entire organisation, from its systems and processes to people practices, policies, culture, and ways of measuring performance. By aligning people and their skills with the work they do, Organizational Design shapes organisations to better achieve their business objectives. These people-skill alignment efforts include designing how jobs, roles, and responsibilities are distributed throughout the organisation.
At MARG, we approach organisational design by taking your overall organisational environment into account. This includes your competitors, the state of the market, and the needs and desires of your customers. Our people-centred approach ensures that we design aligned, healthy, and dynamic organisations that create the environment for talent to thrive.
Organisational Design Maturity Model
Organisations must continually change and evolve to succeed. Yet changes such as technology deployments or new processes often fail because leaders and teams put too much focus on the technical aspects of the change. For successful change, organizations must also focus on the people side—and how to ensure that each individual embraces and adopts the change.
Our Key Services
Competency frameworks
HR Strategy
Job Design
Work-Life Excellence
Succession Planning
A competency framework identifies the knowledge, skills, and other attributes employees must possess to be successful at their jobs. These frameworks help employees understand exactly what’s expected of them and aid organisations in making informed decisions about talent recruitment, retention, and succession planning while supporting employee learning and development.
Benefits
A competency framework helps establish a high-level, clear, and transparent approach for training, evaluation, recruitment, performance review, and development plans.
1
Provides a standard approach to defining job descriptions and communicating them to employees and candidates.
2
Helps identify and address skill gaps.
3
Clearly defines career progression requirements.
4
Helps align employee behaviours and skills with the organisation’s mission, culture, and goals.
5
Minimises objectivity while assessing employees and builds a mechanism for constructive feedback.
Our approach
- We start by determining the criteria for superior performance in the job being studied.
- Next, we identify a clear group of top performers and a comparison group of average performers, based on the criteria selected in the first step.
- We then collect data on both groups through behavioural interviews, expert panels, surveys, job analysis, functional analysis, or direct observation.
- During data analysis, we identify the personality patterns and competencies that distinguish superior performers from average performers.
- In the validation stage, we conduct BEIon a second sample. We also conduct tests and offer training.
Finally, we guide you in implementing the model in talent selection, interviews, career planning, succession planning, training and development, and compensation.
An ambitious organisation needs a competent workforce to deliver results. Building a capable workforce requires a strategic approach to people operations so that the right people with the necessary skills fill the right roles, leading to desired business outcomes. By aligning human capital with company objectives, HR teams can contribute to business growth.
Benefits
A competency framework helps establish a high-level, clear, and transparent approach for training, evaluation, recruitment, performance review, and development plans.
1
Provides a standard approach to defining job descriptions and communicating them to employees and candidates.
2
Helps identify and address skill gaps.
3
Clearly defines career progression requirements.
4
Helps align employee behaviours and skills with the organisation’s mission, culture, and goals.
5
Minimises objectivity while assessing employees and builds a mechanism for constructive feedback.
Our approach
- We start by determining the criteria for superior performance in the job being studied.
- Next, we identify a clear group of top performers and a comparison group of average performers, based on the criteria selected in the first step.
- We then collect data on both groups through behavioural interviews, expert panels, surveys, job analysis, functional analysis, or direct observation.
- During data analysis, we identify the personality patterns and competencies that distinguish superior performers from average performers.
- In the validation stage, we conduct BEIon a second sample. We also conduct tests and offer training.
Finally, we guide you in implementing the model in talent selection, interviews, career planning, succession planning, training and development, and compensation.
An ambitious organisation needs a competent workforce to deliver results. Building a capable workforce requires a strategic approach to people operations so that the right people with the necessary skills fill the right roles, leading to desired business outcomes. By aligning human capital with company objectives, HR teams can contribute to business growth.
Benefits
A competency framework helps establish a high-level, clear, and transparent approach for training, evaluation, recruitment, performance review, and development plans.
1
Provides a standard approach to defining job descriptions and communicating them to employees and candidates.
2
Helps identify and address skill gaps.
3
Clearly defines career progression requirements.
4
Helps align employee behaviours and skills with the organisation’s mission, culture, and goals.
5
Minimises objectivity while assessing employees and builds a mechanism for constructive feedback.
Our approach
- We start by determining the criteria for superior performance in the job being studied.
- Next, we identify a clear group of top performers and a comparison group of average performers, based on the criteria selected in the first step.
- We then collect data on both groups through behavioural interviews, expert panels, surveys, job analysis, functional analysis, or direct observation.
- During data analysis, we identify the personality patterns and competencies that distinguish superior performers from average performers.
- In the validation stage, we conduct BEIon a second sample. We also conduct tests and offer training.
Finally, we guide you in implementing the model in talent selection, interviews, career planning, succession planning, training and development, and compensation.
Our Suite of Organisational Design Services
Vision, Mission and Strategy
We help you express the essence of what you aspire to offer customers, employees, and stakeholders when your organisation is performing at its best. We also equip you to build a workforce strategy to meet and sustain those aspirations in the long term.
Job Design
Job design aligns tasks with skills, boosts employee engagement by ensuring work is meaningful, and reduces turnover through increased employee satisfaction.
By helping you optimising roles to fit employee strengths and interests, our job design consulting promotes efficiency, creativity, and productivity.
By helping you optimising roles to fit employee strengths and interests, our job design consulting promotes efficiency, creativity, and productivity.
Training Needs Analysis
Our experienced consultants conduct a Training Needs Analysis to identify gaps between current skills and desired competencies in your organisation. This exercise offers inputs that guide targeted learning interventions, ensure efficient resource allocation, and align training initiatives with organisational goals.
Competency Framework
We help you define core competencies for each job, ensuring employees possess the skills necessary to be effective in their roles. Developing competency frameworks will produce improvements in recruitment, development, and performance evaluation.
Succession Planning
Prepare for future leadership needs by identifying and grooming internal talent for critical roles. Through strategic succession planning, you can ensure continuity and minimise disruptions, while retaining expertise within the organisation.
Career Lattices
Career lattices allow lateral movement across diverse roles and departments, fostering skill diversity and professional growth. We help you create varied career paths for your employees, aligned with the evolving goals of your organisation.
Performance Management
Systematically improve employee effectiveness through our guided goal setting, feedback, and evaluation interventions. We also guide you in aligning individual achievements with organisational objectives, thus enhancing accountability and fostering professional growth.
Succession Planning
Prepare for future leadership needs by identifying and grooming internal talent for critical roles. Through strategic succession planning, you can ensure continuity and minimise disruptions, while retaining expertise within the organisation.
FAQs
The Taking Charge of Change workshop is a one-day programmethat dives into the principles of change management and its benefits for organisations. The programme is designed for senior management, change agents, project teams, and
key stakeholder groups affected by major organizational changes.
The ProsciTaking Charge of Change workshop helps senior leaders understand their critical role in change initiatives, enabling them to leadchange initiatvesthat supportbusiness objectives and foster a culture of adaptability and resilience within theirorganisations.
The workshop covers a range of concepts, includingthe five tenets of change management, the Prosci Methodology, including the ADKAR Model, the three phases of organisational change, research and best practices around change management, and how to develop a “commitment to action” plan for change.
Yes, the principles taught in the Taking Charge of Change workshop are industry-agnostic and can be applied to any sector, including IT, healthcare, finance, and manufacturing, to drive effective change initiatives. The programmealso involves applying the tenets of change management to an existing change initiative, which makes it directly applicable to eachorganisation’s unique goals and challenges.