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Organization Restructuring - Critical Success Factors

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by

Shuaib Shafi

on 30 May 2014

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Transcript of Organization Restructuring - Critical Success Factors

Organization Restructuring - Critical Success Factors
Fundamentals of Restructuring
Proposed Approach
Key Notes
About Elan Consulting
Carried out in
phased manner
Backed by strong
business strategy
Supported by
solid communication
strategy

Organization Level
Strategy
Design & Structure
Development
Key Action Items
Benefits of Strategy Revamp
Managers are proactive
rather than reactive and therefore can anticipate changes and plan accordingly

The organization
can cope more effectively
with an increasingly dynamic environment

Team and business units can
stay focused
on the right set of activities

Your organization can
stay ahead of the competition
Benefits of Design & Structure
It will help
managers to effectively manage
their teams

It
increases visibility
for the entire company

A visible structure
encourages a culture of transparency
within your company
Develop org
design principles

Develop and test
organization model options

Prove validity with
accountability mapping

Confirm
high level structure + attributes

Conduct organization
impact analysis

Design next
level structure
Key Action Items
Benefits of Org Development
Key Action Items
Companies that engage in org. development commit to
continually improving
their business and offerings

Leads to
increased communication, feedback
and interaction within the company

Focuses on increased communication to
influence employees
to bring about the desired changes

Aligns objectives and focuses on development
, product/ service quality and employee satisfaction are increased
OD helps in making
employees align with the vision
of the organization

Encouraging
employees to solve problems
instead of avoiding them

Encouraging
every individual to participate in the process
of implementation of the plan

Creating a work atmosphere
in which employees are encouraged to work and participate enthusiastically

Creating an
environment of trust
so that employees willingly accept change
Review & refine your organization's
mission statement

Define organization's goal
based on mission

Analyze
internal capabilities

Conduct
external scan


Synthesis
the SWOT,
review
strategic options, and
revamp
your strategy
1
2
3
Implementation Plan & Team
Who can take the
responsibility of implementing
organizational development activity post project roll-out?

Can the
resource be identified
internally or hired from external sources?

How would his
reporting structure
be in short & long term?

How does the
consulting team add value
post project roll-out?
ElanCo's Methodology
Phase-wise Breakdown of Key Activities
Project Team Structure w/ AlKhudair Group
1 – KPI’s FOR ALL THE DEPARTMENTS IN GROUP.

2 – MATRIX FOR ALL COMPANIES.

3 – WORK FLOW CHART FOR SALES, PURCHASING, BIDDING & TENDERING, FINANCE,
ADMINISTRATION and MAINTENANCE WORKSHOP.

4 – EVALUATION FORM FOR EMPLOYEES & MANAGERS TO EVALUATE THE BONUS, COMMISSION and INCREMENTS.

5 – JOB DESCRIPTION FOR ALL EMPLOYEES WITH MINIMUM QUALIFICATION.

6 – JOB DESCRIPTION OF INTERNAL AUDITOR TO CONTROL & CHECK, ALL THE DEPARTMENTS ARE FOLLOWING THE PROCEDURES MADE BY ELAN

7 – WORK FLOW CHART FOR EXECUTION OF PROJECTS.

8 – PLAN & BUDGET YEARLY IN ADVANCE.

Points to
Remember
What Restructuring IS
What restructuring IS NOT
Organization level strategy
Vision, Mission, and/or Objectives
Goals cascaded into department KPIs
Evaluate and upgrade the operating model

Organization design & structure
Org chart and job descriptions
Decision making & authority matrix
Corporate governance

Organization Development
Systems, policies and procedures
Organization level strategy
Strategy formulation for business lines
Competitive benchmarking

Organization design & structure
Salary grading system
Salary benchmarking
Compensation & benefits program

Organization Development
Employee evaluation system
Performance management system
Job analysis and evaluation
What Restructuring IS
What restructuring IS NOT
Project Outcome
For Departments:
Greater alignment of operational functions
and staff skill-sets
Identification of
structural strengths, weaknesses
, gaps and opportunities

For CEOs & Senior Staff:
Clarity for lines of responsibility
, reporting, communication, and accountability
Identification of opportunities for
realignment to match organizational priorities, competencies
, functions and skill-sets
Identification of opportunities/
areas for professional development
, training, growth and advancement
Your Role in the Project
You are likely to have
inputs into potential solutions
for this project

You are one of the members/
stakeholders who has a viewpoint on the decision to make
the project succeed

You are likely the
project sponsor/ steering committee member

This is the
opportunity to ask question about any topics
within or out of scope of project
Questions?
Feel free to ask questions that can give u clarity for this project
Full transcript