Human Acceleration offers and conducts organisational reviews.
We review and help you set your team and optimise your team for maximum impact and results, which establishes the baseline for better people decisions going forward.
We review and help you set your team and optimise your team for maximum impact and results, which establishes the baseline for better people decisions going forward.
WHY AN ORGANISATIONAL REVIEW WILL HELP YOU
When you initiate contact to learn more about how we conduct an organisational review, we will uncover your needs, to learn more and to tailor the review, to be able to produce the desired analyses and reports.
Asking us to conduct an organisational review of your organisation will generate an unbiased review as it is conducted by an independent consultant.
Conducting an organisational review will reveal the optimal organisational structure, layers and span of control, which will help you reduce costs and increase agility and empowerment in your organisation.
The review results in a baseline which will enable better decisions regarding organisational setup and development.
HOW AN ORGANISATIONAL REVIEW HELPS YOU
You will work closely with the assigned consultant to make sure the analysis enlightens you in the desired areas of your organisation and provides the clarification and the direction you are looking for.
An organisational review typically involves three components as illustrated below.
REVIEWING ORG. STRUCTURE
ASSESSING INDIVIDUALS
EVALUATING PERFORMANCE
THE COMPONENTS OF THE REVIEW
We typically use this model to make an organisational review, yet we always engage in a discussion with you to make sure to tailor the review and output to your specific needs.
REVIEWING ORG. STRUCTURE
- Span of control of minimum 6
- Maximum 6 layers from CEO to front line
- Clear roles and responsibilities
- Group capabilities and activities with distinct commonalities
- Clear interface with customers
ASSESSING INDIVIDUALS
- Assessments: innate capacities (personality traits and cognitive capacity)
- Individual meetings uncovering:
- Feedback on assessments
- Ambitions
- Openness to new learning
- Conflict management
- Enthusiasm/energy applied
- Cultural fit
- Competencies/match to position
EVALUATING PERFORMANCE
- Use previous performance reviews as well as solicit input from direct managers including references from previous companies in some cases
- Past experience from previous positions in your organisation and/or external
- Ability to learn and adapt to change
- Beliefs, attitudes, and values
- The goal is to get an informed view on where the background and skillset can best be utilised
OUTPUT
The review results in a baseline which will enable better decisions to your organisational development.ORGANISATIONAL REVIEW OUTPUT
- Overview of the strengths and weaknesses of the organisation
- Review based on data from performance indicators and assessments
- Best possible match of people and positions
- Identification of talent and pipeline of talent
- Bench strength/portfolio of talent
- Stronger focus on performance management
- Stronger focus on people development
- The optimal organisational structure, layers and span of control
LEARN MORE NOW
Contact us to learn more. Send Email now.
For advice and guidance on the assessment tools we apply in the organisational review as well as further information and solutions for selecting the right talent, please visit Humanostics
