Organizational Design involves the creation of roles, processes, and structures to ensure that the organization's goals can be realized. Organizational Design span across various levels of the organization. This framework focuses on the following 3 initial steps of the full 10-step Organizational Design process:
Step 1. Vision and Business Architecture
Step 2. Clarifying Design Criteria
Step 3. Defining Capabilities and Competencies
This presentation also discusses Capability Analysis. Capability Analysis is a source of strategic insight into an organization, as it provides a vital insight to the organization's ability to follow or implement a potential strategic option.
This PPT delves into the intricate process of organizational design, breaking it down into a comprehensive ten-step approach. It emphasizes the importance of selecting key personnel and deep design elements to ensure a robust organizational structure. The guide zeroes in on the initial three steps, providing a solid foundation for further development.
The presentation highlights the critical role of vision and business architecture in shaping an organization's design. It underscores the necessity of aligning the business concept with both current and future market demands. By understanding what each business line requires, the architecture supports the overarching proposition, ensuring coherence and strategic alignment.
Capability analysis is presented as a pivotal tool for strategic insight. The document outlines a detailed process for conducting capability assessments, including competitor comparison and internal input validation. This analysis helps identify strengths and weaknesses, offering a clear picture of the organization's strategic positioning and potential areas for improvement.
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Source: Best Practices in Organizational Design, Capability Analysis, Core Competences PowerPoint Slides: Organizational Design and Capability Analysis PowerPoint (PPT) Presentation Slide Deck, LearnPPT Consulting
This PPT slide presents a framework for defining competency pools across key processes. It categorizes these competencies into 4 distinct areas, emphasizing a structured approach to capability assessment. On the left, the slide outlines various customer interactions through a "Portal," which likely serves as a digital interface for customer engagement. This suggests a focus on enhancing customer experience and accessibility.
Next, the "Risk Exposure" section indicates a critical evaluation of potential risks associated with these processes. The presence of roles such as COO and CFO implies a governance structure that prioritizes oversight and strategic alignment. This section likely highlights the importance of understanding risk in relation to operational capabilities.
The central part of the slide features "Competency Pools," which are visually represented as distinct groups. This suggests a systematic categorization of skills and knowledge areas essential for executing key processes. The segmentation into pools indicates a tailored approach to workforce development, ensuring that specific competencies align with organizational goals.
On the right, the "Strategy & Motivation" area, along with the CEO's involvement, underscores the leadership's role in driving these initiatives. This suggests that strategic alignment and employee engagement are pivotal to the overall competency framework.
Overall, the slide conveys a comprehensive model that integrates customer focus, risk management, and strategic leadership. It presents a clear pathway for organizations to assess and develop their capabilities, ensuring they are well-equipped to meet both current and future challenges.
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