Organizational Design

To remain viable and competitive, both private and public sector organizations are experimenting with new organizational designs, defining formal business architectures, reengineering their processes, and transforming their corporate cultures as they seek to improve mission delivery, performance, and growth prospects. In the process, they are changing the scope of their business operations; redrawing their organizational boundaries; redefining decision-making authority and responsibility; revamping the mechanisms for motivating and rewarding people; reconsidering which functions to keep in-house and which to outsource; redesigning their information systems; and seeking to alter the shared beliefs, values and norms that their people hold.

How is your organization doing? Are you facing any of the following business challenges?

• Departmental goals and performance measures not being cascaded down through the entire organization
• Group dysfunction and/or conflict between departments
• Quality problems
• Business process inefficiencies
• Low employee morale
• Poor communication

If you are facing any of these issues, then you should consider organizational redesign. People work better when the work environment, organization structure, policies, procedures, tools and equipment are designed to help them.

About Organizational Redesign

Organizational Design is the process of structuring an organization, division or department to optimize how it achieves its mission or supplies products and services to its clients and customers. It addresses the processes and performance-related human resource programs that contribute to and ensure effective operations within your organization. Using a facilitated design process, we help you transform your organization’s structure, culture, policies and processes in support of your goals to increase productivity, efficiency and effectiveness. We consider all aspects of your organization – leadership, decision-making, processes, unity of command, division of labor, span of control, job design, team effectiveness, communications, rewards and incentives, and roles and responsibilities.

APCG's experienced consultants can help you create a high performance work environment that results in superior performance and results. The process begins with identifying key drivers for systemic change through examination of organizational structure, policies and procedures, roles and responsibilities, and job definitions. We then propose a logical evolution for these drivers that is consistent with the new organizational design. Our role is to engage the right people, identify the right issues, and facilitate discussions and interactions that create the right solutions and outcomes.