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Organisational Structure Review / Organisational Design / Performance Management / Coaching
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Government Authority. THRL was required to review existing corporate structure and design a new functional organisational structure which aligned to the overall business plan of the organisation and addressed various long term performance issues across technical and management roles. During the review stage of the project significant deficiencies in processes; doubling up of functions and perceived levels of staff utilisation across various functions were identified and also addressed. Following the implementation of the new structure we were engaged to strategically deliver across a number of key organisational development projects aimed at enhancing leadership capability, performance and organisation wide design elements such as functional reviews and integrating duplication in functions across the business. Broadly speaking this included:
- Understand the operating environment (internal and external) and provide organisation design and organisation development consultancy services as needed..
- Design and implement human resources programmes and initiatives that build organisational capability aligned with strategic priorities.
- Provide support and guidance to manage the people aspects of change initiatives and provide where necessary project management expertise and methods to manage change; influence others to embrace the benefits of change to organisational culture and structure
- Enable managers to best manage their teams to achieve organisational objectives by:
- Developing individual performance management and development plans
- Plan, manage and report on people development initiatives from conception to completion, monitoring progress against plans and evaluating outcomes.
- Facilitate the development of staff and management by:
- Coaching managers on best practice performance management,
- Making use of appropriate performance development tools as a basis for development,
- Providing advice and support to managers preparing performance plans for staff to support
organisational goals, individual career planning and succession planning.
- Undertake a comprehensive review customer service functions and present options for possible restructuring and integration and
- Work closely with People & Culture to support the selection process of newly created roles within the new organisation structure.
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Change Management / Job Analysis & Design / Organisational Design
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Government Authority: Invited to assist with the ongoing restructuring process across HR, Finance, IT and two technical driven, highly regulated program units. This project included a comprehensive review of all functions which made up the existing organisation structure (job analysis) and subsequently the design of all positions within the organisation. Specifically this included:
- Defining role requirements for each position
- Development of all new Job Descriptions; and
- Compilation of the personal qualities required to perform all new jobs
- Development of communication strategy announcing the new structure
The aim of this analysis was to determine whether or not the organisation had the right people in the right roles and what untapped skills and knowledge could be aligned to the new organisational structure. Following this process, a new organisational structure was drafted and the results gained from the Job Analysis were used to align each employee to the right existing and/or newly created roles within the structure. Some staff were required to accept changed roles and responsibilities. This process bought with it a degree of uneasiness and a sense of insecurity as work design changes included:
- Broader position descriptions
- Cross-training for increase in skills level and skill variety
- Greater customer autonomy and decision making
- A customer focus that increased the importance of high employee performance
- Improved feedback (from all directions in the new structure)
- Involvement of stakeholders in entire processes
- Greater responsibility and accountability in roles and positions
Since previous change programs undertaken by this client organisation left employees feeling isolated and discouraged, it was vital an inclusive and consultative approach was adopted. In consultation with the client organisation, THRL was responsible for minimising the level of individual uneasiness by adopting an inclusive approach within the process and drawing on staff as 'subject matter experts'. The project was positively executed by reinforcing the advantages this project will bring to individual job enrichment and the overall prosperity of the client organisation. Adopting this process and assisting in the design of an effective roll out communication strategy, made the transition process seamless.
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Position Description Design & Review
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National and international based passenger rail transport company required assistance for the review and upgrade of existing position descriptions. The organisation was seeking a review, reformat and upgrade of the overall quality of position descriptions against best practice models. The reformatting and upgrade needed to include and incorporate organisations Vision statement and the words and themes contained within the corporate Values. The project delivered against a 3 Phase structured approach which included: Phase 1 Review - assist HR group with the development of a communication plan addressing key drivers for the review and redesign of Position Descriptions; Collect relevant data associated with each Position Description by interviewing key Management and role incumbents; Determine measurable outcomes (KPIs) with regards to each Position Description by identifying and documenting the specific business requirements for each position via interview process. Phase 2 - Assess against best practices - Measure, review and validate baseline indicators across Position Descriptions to comparable organisations where sustained best practices are evident; Identify the degree of alignment to best practices where relevant; and document the areas where Position Descriptions were at, above or below best-practice expectations. Phase 3 = Design and Development = Develop new position description template. The new template designed for this organisation, positions them favourably as the leading if not only organisation in Australia which 'truly' integrates its vision and values into position descriptions = they have become working documents that are performance based and measurable. By truly imbedding core values into the duties of each employee, the organisation is able to build its desired culture.
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Development of HR Policy & Procedures
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International acquisition organisation required assistance with the design and development of their entire Human Resource capability platform. This consultancy addressed the following deliverables: an Organisational Structure Review and Design (incorporating Board and a further two newly acquired organisations); Employee Contract Review and Design; Employee Job Specification Review and Design; Performance Management Process Design and HR Policy and Procedure Review and Design. The purpose of this project was to insure the organisation had all the necessary HRM strategies, policies and procedures in preparation for an IPO.
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Organisational Health Review & Strategic Value Proposition
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Leading outsourced contact centre based in Melbourne (HQ UK & US) required assistance in improving business performance. The review required the selected team of Principal Consultants to undertake detailed interviews with senior and line management and conduct an internal employee survey. Through these reviews we identified a number of causes of challenges and presented a detailed plan recommending improvements around key HR and Operations process and procedures and training programs. In addition to this the team was required to define this particular organisations' strategic value proposition and go to market strategy.
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'People' Performance Review
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Internationally based retail investment company, required assistance in escalating performance to meet its contractual obligations with a leading telecommunications supplier. A review was undertaken to measure the level of employee engagement and out put measures on the conversion of B2B sales. This consultancy also included a diagnostic and blue print of suggested improvements which the client will be implementing. Subsequently, we were invited to undertake a further review and assessment of a complete outsourced model for their contact centre.
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Improvements In HR & Systems
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Leading global asset management and maintenance organisation required the preparation of a scoping document evaluating the strategies required to improve HR processes and implement a technology solution to support their investment in HRM and Payroll. A team of two Principal Consultants was selected to deliver on the project. The Human Resource end-to-end processes were broadly defined as: attract, recruit & induct employees; develop and train employees, manage employee performance, reward and recognition; provide employee services and support; manage labour-management relationships; provide employee deployment and organisation structures; develop and deploy organisation vision, mission and values; provide communication and involvement mechanisms and provide for health. The system enablers for this project were SAP.
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Departmental Structure Review
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Leading Melbourne based light rail transport company required a review of its Operations divisional organisation structure and make recommendations for a new, more effective functional structure aimed at escalating operational efficiency and excellence. The analysis included the review of all job specifications across four functional areas; the intent/objective of the four functional areas and the number of resources required under each functional area. Utilising the data gathered from this process and our extensive experience in optimising structural and process efficiency/effectiveness, we were able to develop a functional structure and briefing paper requesting further alignment of the new proposed structure with operational Business Plan.
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Executive Coaching
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Across industry - We are readily called upon to provide coaching in the areas of people management and development. Our extensive experience in business transformation and in managing diverse teams and building engaged workforces significantly adds to the coaching cycle when developing executives, operational managers and supervisors. Our coaching programs are about achieving behavioural change - how an executive and manager of people; leads teams; communicates; persuades and influences; resolves conflict; manages performance; makes decisions; solves problems and delegates. utilising a range of techniques and assessment tools, our programs are tailored to address performance and development challenges experienced of each Coachee.
Our programs are typically structured and executed according to each Client organisations strategic business requirements.
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