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.
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.
Outside the organization affects the inside. How well is the organization adapted to its communities, stakeholders, and value chain? Measuring social and economic impacts for organization strategy.
