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 attheir 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.
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Provides a standard approach to defining job descriptions and communicating them to employees and candidates.
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Helps identify and address skill gaps.
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Clearly defines career progression requirements.
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Helps align employee behaviours and skills with the organisation’s mission, culture, and goals.
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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 BEI on 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.
Our HR strategy experts work with you to develop and implement effective HR processes and workforce initiatives so that you can attract, develop, and retain the right talent to drive your business toward greater success.
Make MARG your HR strategy partner
Leverage our expertise to build and execute an HR strategy that delivers results for your organisation:
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Aligning with organisational goals: Support business goals by identifying critical business areas that require people-focused planning and initiatives for organisational success today and in the long term.
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Building culture and engagement: Build a people-centric HR strategy that promotes a positive workplace culture, enriches the employee experience, and boosts productivity.
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Strategic workforce planning: Develop a robust HR strategy designed to identify your organisation’s current and future workforce needs and create clear guidelines on recruitment, onboarding, training, and retention.
Our Approach
- Assess: Our HR strategy experts review your existing strategies and identify key focus areas to achieve HR process improvements.
- Plan: We design a strategy plan, outlining the workforce initiatives and process or policy changes required to align your HR strategy with business goals.
- Implement: Our experts work with you to execute the planned strategy, offering coaching and consultation throughout the process.
- Review and Iterate: Once the new strategy is in play, we evaluate the outcomes against predetermined benchmarks for success, iterating as needed.
With new jobs being invented every day, ensuring your organisation’s roles are aligned with business goals is more important than ever. Well-designed jobs result in higher productivity and quality of work, increased job satisfaction, and reduced absence and attrition rates.
By periodically reviewing job descriptions, you can streamline recruitment, performance management, and employee development processes and initiatives. This avoids misaligned efforts and wasted resources and ensures your workforce is always equipped to meet organisational needs.
Why Job Design?
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Enhances productivity by clarifying roles and responsibilities, reducing ambiguity, and allowing employees to focus on tasks more effectively.
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Improves job satisfaction by aligning jobs with the workforce’s skills, abilities, and interests, making employees feel competent and fulfilled in their roles.
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Reduces turnover and absenteeism by providing employees with meaningful work, making them less likely to leave a job or be absent.
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Promotes employee engagement by offering opportunities for autonomy, skill variety, task significance, and feedback.
Our Approach
- Analysis: We begin by gathering information about the desired job outputs, the work needed to do the job, and the skills, resources and level of autonomy.
- Design: Our consultants review the available information and build a preliminary framework, including job titles and levels.
- Benchmarking: once we’ve defined the job design requirements. We create a pay structure for all the jobs being designed.
- Employee Mapping: The final step involves job mapping and completing the organisation’s job architecture before you roll out the newly designed jobs.
Work-life balance allows employees to fulfil their family and work responsibilities, meet personal commitments, and engage in other activities after work hours. Every employee’s circumstances are different: a woman balancing work, childcare, and ageing parents may need flexible work hours, but a single person may need other adjustments that allow them to enjoy hobbies and travel.
87 % of employees in India who experience work-related stress would appreciate better work-life balance policies.
Why Work-life excellence matters
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Improvements in loyalty and retention
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Increased employee motivation, productivity, and performance
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Greater ability to attract talent
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Lower training costs due to decreased employee turnover rates
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Fewer absences, higher efficiency, and lower risk of burnout due to improved mental and physical health.
Our Approach
Knowing how important it is for employees to achieve a balance between work and life, we’ve designed a work-life balance programme to help organisations manage this crucial yet subtle aspect of the employee experience.
- Customised frameworks and protocols to integrate work-life balance into policies and procedures that benefit both employees and organisations.
- Workshops focused on work-life balance strategies and techniques for setting boundaries, problem-solving, managing time, and prioritising self-care.
- Ongoing support and consultation to ensure effective implementation and sustainability of work-life balance practices.
- Regular evaluation and assessment of organisational culture and practices to identify areas for improvement and continued growth in fostering a healthy work-life balance.
- Consulting, assessment, and continuous support in developing employees’ mental well-being and teaching organisations and employees to leverage wellness to achieve professional and business goals.
Succession planning ensures that roles vital to your organisation are not left vacant for long periods or filled by people without the specific skills or knowledge the role requires. An IT trainee is easy to replace, but if you don’t have a CIO (Chief Information Officer) for a while, your business will undoubtedly suffer.
Succession planning allows you to select and develop key talent from within your organisation to ensure the continuity of critical roles. It involves identifying high performers and potential leaders and developing them so they can move into key roles. HR plays a significant role in succession planning, from identifying internal candidates for important roles to designing and implementing development plans and programs.
Why succession planning?
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Lessen disruption and ensure business continuity in the event of an unexpected departure.
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Retain key knowledge and expertise within the organisation by transferring it to an internal hire.
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Provide high-potential, top-performing employees with a clear path to career advancement.
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Develop existing talent and save on hiring costs.
Our Approach
- Identify potential talent: We select potential candidates for critical leadership roles from your organisation’s talent pool. Selection is based on demonstrated competence captured by your performance appraisal system.
- Leadership alignment: Our Leadership Alignment Workshop ensures leaders across functions see the value of Leadership Development and develop a common language to identify, appraise, and coach talent.
- Assessment and skill development: We assess potential candidates’ strengths and development needs and offer training for groups and coaching for individuals.
- Coached demonstration of competency: Each candidate is assigned 2-3 complex projects to complete in a certain period. Our experienced coaches support them through this phase.
- Selection: We help you develop or refine your selection process so you can identify the best candidates for your organisation’s most important roles.
- Role integration: After a leader is selected, we offer coaching and support through their first 45 days in the new role. We also support their teams when necessary, ensuring a smooth transition.
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.
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 produceimprovements in recruitment, development, and performance evaluation.
Succession Planning
Preparefor 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 expertisewithin 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.
Policies and Processes
Streamline operations, enhance efficiency, and boost overall effectiveness through our insightful interventions that target gaps in policies and processes and outline organisational obligations and employee expectations.
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.