Organisation design is the process of aligning an organisation's structure with its mission
Is your organisation well-designed and if so, how do you know?
What does a well-designed organisation look like and how does it feel to work there? How is it different from a poorly-designed one?
These simple questions invite very complex answers, the implications of which Hudson understands in depth.
Some people equate organisation design with an organisation's structure. In fact, organisational design encompasses much more than that. Organisation design is the process of aligning an organisation's structure with its mission.
Hudson provides proven solutions that will:
- Examine the complex relationship between tasks, workflow, responsibility and authority, and ensure these all support the objectives of the business
- Ensure good organisational design facilitates communication, productivity and innovation
- Create an environment where people can work effectively
- Create a talent strategy that will help deliver business objectives successfully.
A competency is a set of skills, knowledge, abilities, attributes, experience, personality traits and motivators which has a predictive value towards an individual effectively performing in a job.
Competency frameworks provide clarification around the behaviours expected at different levels throughout the organisation.
Job analysis and clearly defined roles are essential for an organisation to remain efficient and effective. As an organisation changes, roles also need to be adapted to meet new demands, so maintaining role clarity – on the part of both employer and employee – is a constant challenge.
Career Management can help increase an organisation’s productivity and lead to greater individual fulfilment and engagement, leading in turn to increased performance.
employee survey helps reveal critical insight into the sentiment and opinions of your workforce at a point in time. Knowing the opinions and thoughts of your employees allows organisations to drive targeted retention strategies, increase employee sentiment and deepen the psychological contract between employees and the organisation.