Organization Structure primarily facilitates any organization to transact their day-to-day work. It helps organization realize the purpose for which it has been created. Accordingly, it captures what all functions have been provided for and the manner in which work is designed to be carried out. In the process, it identifies the hierarchy, span of control, grouping of functions and their inter-relationship and the network of activities detailing responsibility, accountability, authority and control and flow of communication.
At Naman, we realize the crucial role played by the organization structure in meeting its business purpose. A well-structured organization not only ensures smooth and effective operations, but also achieves optimum utilization of resources, seamlessly. Needless to mention that an insightfully designed structure
To us, structure provides the edifice to any business organization and in the process enables it to achieve business results by delineating the workflow. Unless this edifice is strong enough to meet both the day-to-day operational needs as well as the more strategic, medium to long term needs, the organization will falter in its functioning. Therefore, we believe in understanding the purpose for which the organization has been formed, the market in which it operates, the stakeholders it needs to serve, its goals and aspirations and above all its belief system. This is ensured by a uniquely crafted approach that helps your organization sustain growth and success.
Creating the architecture for your organization which enables you to operate seamlessly and effectively is central to Naman’s approach to structuring. We seek to achieve this by identifying the value chain for your organization. Thereafter, we co-create or revisit the structure by re-engineering the business process, along the value chain. This secures for you, comprehensive and cost-effective coverage of all business deliveries to ensure achievement of desired results, while optimizing your manpower requirement. As the structure is based on the value chain that has been identified/created, both operational and strategic purposes of the organization are achieved. The re-engineered process results in ensuring functional integrity and autonomy, as much as evolving robust and meaty roles.
Dovetailed to the fulfillment of roles and responsibilities of different wings and functions of the organization, positions are required to be carefully crafted. This leads to identification of unique positions and the boundary limits within which it needs to operate. The unique position, accordingly, entails skillfully designing the job, its content, context and deliverables, fundamental to the construct of job description.
Naman overtime has acquired immense expertise in designing jobs, while ensuring non-duplication or overlap or absence of any activity, germane to effective performance. Our skill exists in our ability in role mapping to obtain seamless inter-relationship of any function and in-turn the organization. This provides comprehensive and concise data for penning job descriptions.
Robust job evaluation and job analysis methodology
Comprehensive job design formats customizable to suit industry needs
Job Design conducted for 20+ companies across industries; developed 1000+ job descriptions.
Developed our own and also have access to an extensive industry wide Job directory.
We believe the right way in any organization structuring/restructuring exercise is to understand the existing situation, the way the organization operates, and the how and why of it. Through series of discussion, dialogues and interviews apart from study of SOPs, systems and processes, we develop insights on the organization as a whole. In this regard interaction with leadership team in knowing the organizations plans and goals as much as achievements and challenges is critical.
The fund of data obtained is systematically documented and analyzed to help draw cogent inferences on what is working well and what needs to be fixed. A deeper scrutiny of absence of functions/departments crucial to the achievement of both operational and strategic objectives is conducted. Similarly, a stock is taken of non-value-adding activities, roles and functions.
In keeping with the diagnosis, various alternatives are evolved applying time-tested principles of organization structure. The alternatives are evaluated for relative advantage and disadvantage, also keeping the best practice in mind. Similarly, we take stock of the new and/or changed roles, entailing modified job descriptions.
From among the options developed, an optimal structure is recommended, which considers what will work best in the given organization’s context and what substantially, if not fully addresses the organization’s stated and unstated needs. This is an outcome of our series of discussions with you, keeping the ideal and the pragmatic options in view.
With your value addition and ownership of the recommended structure, we handhold you in operationalizing it. This may cover populating the organization chart with the right internal and if need be external talent. New job descriptions are created in line with the new structure, which is vetted by the stakeholders, for its relevance. We believe in ensuring that the recommended structure enables you to derive the dividends of the new structure by resolving along with you the teething troubles and evolving remedial solutions.