Understanding Organization
Capability is always examined in relation to organizational effectiveness. We assess performance in the context of real and intended outcomes: efficiency, KPI delivery, resource utilization, adaptability, initiative execution, and regulatory compliance. The question is not whether activity exists, but whether capability is sufficient to meet expectations and opportunities.
By connecting Capability and Effectiveness, we locate the organization’s current operating position relative to its strategic intent. Key outputs include Capacity Analysis and Cultural Diagnostics, alongside Network Analysis that reveals the “lived organization”—the real patterns of information flow, relationships, influence, and collaboration—often invisible within formal structure charts.
This integrated view enables leaders to design organizations that are effective, resilient, and governable—on purpose.
OrgMastr approaches Organization Capability as a system-level understanding rooted in the two foundational pillars of People and Organization Design. Rather than relying on assumptions or surface indicators, we use proprietary, evidence-led methods to generate data-rich insight into how organizations actually function. Our assessments produce a structured Capability Profile, Capability Index, and Capability Gap Analysis, providing a robust empirical foundation for organization development, workforce design, and governance decisions. This allows leaders to move beyond intuition and target interventions precisely—where capability is constrained, diluted, or misaligned.
OrgMastr’s Workforce Capability Profiling provides a granular, data-driven understanding of workforce capability and capacity in relation to organizational effectiveness. Using proprietary methods, we generate a Capability Profile, Capability Index, and Capability Gap Analysis that reveal how well the workforce can meet current and future demands. The analysis informs strategic HRM and OD priorities across leadership, learning, competencies, engagement, workforce planning, succession, and recruitment. Capability data is mapped directly to organizational outcomes and benchmarks, forming a robust HR analytics foundation. Success Profiling extends these insights into targeted solutions for selection, development, succession, and competency frameworks, supported by competency and psychometric assessments where appropriate.
WORKFORCE CAPABILITY PROFILING
Organization Design Assessment examines how structure, roles, decision rights, coordination, and governance enable—or constrain—organizational capability. OrgMastr takes a systemic approach, integrating evidence from workforce capability and effectiveness analysis to assess strategic alignment, business logic, control mechanisms, and readiness for future horizons. We evaluate how structure, technology, and processes create the operating conditions for leadership, work, and culture. An OD Capability Index plots current design factors against design objectives, target operating models, or benchmarks, identifying gaps and design risks. This assessment supports defensible organization design decisions that balance efficiency, flexibility, and accountability in complex operating environments.
ORGANIZATION DESIGN ASSESSMENT
Organization Effectiveness analysis focuses on understanding what is actually happening in performance, delivery, and resource use. OrgMastr applies a range of evidence-led methods to assess workload, capacity, productivity, and utilization—often triggered by transformation, performance, or delivery concerns. Activity Analysis reveals where attention and effort are consumed, while Resource Utilization and Productivity Analysis evaluates how effectively human capability is deployed. Network Analysis exposes the “lived organization,” showing real patterns of collaboration, influence, and information flow beyond formal structure. Effectiveness assessments are typically paired with capability analysis to explain why outcomes occur and where optimization is possible.
ORGANIZATION EFFECTIVENESS
HRM Auditing & Assessment evaluates the capability of the HR function to support organizational performance, governance, and development. OrgMastr assesses HR across three interconnected levels: operational HR effectiveness across the employment cycle; strategic HRM capability aligned to execution and organizational priorities; and HR’s contribution to organization development and system change. The assessment examines HR structure, practices, competencies, data use, and influence within strategy and governance processes. Findings identify strengths, gaps, and development priorities, enabling HR to move beyond service delivery toward strategic and OD impact. This ensures HR capability is aligned with organizational complexity, scale, and long-term effectiveness.
HRM AUDITING & ASSESSMENT
Understanding Organization
We approach Organization Capability as an understanding across the foundational pillars of People and Organization Design. Multiple proprietary methods aim to generate data-rich insights for Capability. With the benefit a Capability Profile, Capability Index, and Capability Gap Analysis, organization development strategies benefit from robust foundational data.
Assessment and evaluation are ideally conducted in the context of actual or targeted impacts (Effectiveness). Is the organization efficient, meeting KPIs, utilizing resources, responsive to change, delivering initiatives, or complying with regulations?
By connecting Capability and Effectiveness, we seek to place the organization in today’s situation relative to its expectations or its opportunities. Key outputs include Capacity Analysis and Cultural Diagnostics. Network Analysis reveals a ‘lived organization,’ examining the information, connections, groups, and relations compared to formal organization structure.
Workforce Capability Profile using diagnostics across multiple dimensions for Capability. Create individual and organization-level Profile, Capability Index, Gap Analysis and Success Profiling.
Assessing design principles across multiple dimensions for Coordination & Control, Knowledge & Competency, Specialization & Function, Adaptive Capacity, Mandate/Strategic Alignment.
Key diagnostics and insights for how the organization is actually effective – activities, productivity, capacity, ways of working, collaboration, information flow, processes and relations.
Assessing the HRM function across all specialism areas. How is the HR function positioning to support workforce and organization development? Gap analysis and prioritization outcomes.