The Key to a Successful Learning Environment is Structure

organization structure

Architecture does not create extraordinary organizations by collecting extraordinary people. It does so by enabling very ordinary people to perform in extraordinary ways.

The first thing that comes to one’s mind when anyone thinks of an organization is its structure. This structure gives a visible identity to an organization and enables people within and outside the organization to ascertain how the organization operates.

What is Organization Structure?

Organization Structure primarily facilitates any organization to transact their day-to-day work. It deals with various functions within the organization, the inter-relationship between the functions, departmentalization, and the delineation of different roles, the manner in which the jobs have been designed and the hierarchical relationship between them.


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 helps in:

  • Creating cogently conceived roles ensuring functional autonomy, while promoting team working
  • Reduces/avoids crisscross of responsibilities with improved productivity
  • Higher growth opportunities
  • Optimally manning for achieving the desired goals
  • Unity of command and effective communication
organization structure

Naman’s Organization Structure Framework

To us, structure provides the edifice to any business organization and in the process enables it to achieve business results by delineating the workflow. For us, structure proves to be a key component for any organization in achieving business results by delineating the workflow. We, therefore, 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 creating a uniquely crafted approach that helps organization sustain growth and success.

Organization Design

Creating a strong 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 and co-creating the structure by re-engineering the business process, along the value chain. This helps in achieving a comprehensive and cost-effective coverage of all business deliveries to ensure achievement of desired results, while optimizing organization’s 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.

organization structure
organization structure

Job Design

Positions are required to be carefully crafted to fulfil roles and responsibilities of different wings and functions of the organization. This leads to identification of unique positions and the boundary limits within which it needs to operate. The unique position, accordingly, entails skilfully 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.

Our Approach

  • Stage 1: Appreciation

    Understanding the existing situation, the way organization functions and insights on the organization as a whole is ascertained through series of discussion. Discussion with leadership team in knowing organization’s plans and goals as much as achievements and challenges is critical.

  • Stage 2: Diagnose

    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.

    The data is then systematically documented and analysed to draw cogent inferences to understand and finalise a plan. A deeper scrutiny is conducted to know the achievement of both operational and strategic objectives as well as non-value adding activities, roles and functions that will help in forming a strong strategy.

  • Stage 3: Develop Options

    Various strategic interventions are evolved applying time-tested principles of organization structure. These alternatives are evaluated for relative advantage and disadvantage by keeping best practice in mind.

  • Stage 4: Recommend Best Fit

    An optimal structure is recommended which best suits the organization’s states and unstated needs. This is an outcome basis our series of discussions with the organization, keeping the ideal and pragmatic options into consideration.

  • Stage 5: Implementation

    We handhold the organization in operationalizing the recommended structure. This may include population the organization chart with the right internal and external talent. 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.

Embed new capabilities and effective processes in your organization structure so that your people across all levels can decide and deliver, again and again. Let’s work jointly to make it happen.

Client Success Stories