Organization Development / Human Resources

Organization Review – Organization reviews involve an assessment of the effectiveness of an organization, or part there of (e.g., branch, department, team). Our clients retain us to: (a) evaluate the organization’s strengths and weaknesses, and (b) develop and implement a portfolio of improvements. These improvements are generally focused on strategy, business processes, finance, people (HR, structure, etc.), technology, policy, and infrastructure enablers. Find out more.

Organization Design – Good organization design provides the human framework through which an organization undertakes its mission (i.e., deploys business processes) and realizes its vision statement. Our clients retain us to clarify: (a) the scope of work defined by the mission (i.e., functions), (b) “who does what” (i.e., allocation of functions/responsibilities in an accountability framework), and (c) “who reports to who” (i.e., logical reporting relationships).

Job Descriptions – Organization design (see above) also results in the formal documentation of the purpose, scope of work, responsibilities, and knowledge/skills for each position. Our clients retain us to: (a) clarify position accountabilities, and (b) write formal job descriptions that accurately describe the work required and meet organizational HR standards. Find out more.

Performance Management – Good performance management (PM) ensures that organization’s goals are being met in an effective and efficient manner by focusing on the performance of an employee, department, or organization. In this regard, our client’s retain us to assess and enhance the ongoing planning, development, coaching, feedback, and evaluation of employee performance.

Culture Renewal – Organizational culture is the collective behavior of people who are part of an organization and includes the organization: values, visions, norms, working language, systems, symbols, beliefs and habits. In other words, “it’s the way things work around here”, informally and formally. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Our clients retain us to: (a) assess the strengths and weaknesses of their culture, (b)develop a portfolio of initiatives aimed at enhancing the culture, and (c) support the implementation of culture renewal activities.

Program Development & Evaluation – We assist our clients in establishing business or training programs to meet specific objectives (program development). Once established, program evaluation assesses the effectiveness and efficiency of programs and determines if they are actually having the intended effect. Our clients retain us to determine: (a) whether the program is worthwhile, (b) how the program could be improved, (c) whether there are better alternatives, (d) if there are unintended outcomes, and (e) whether the program goals are appropriate and useful.

Succession Planning – Effective succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the organization. Succession planning helps to ensure the stability of talent and leadership over time. Our clients retain us to: (a) assess the current succession risks in the organization, (b) identify the most appropriate succession model for the organization, and (c) develop and implement an effective succession model and plan