Organisational Structure and Design
SERVICE
An organisation is defined by a group of people working together to achieve a purpose that cannot be achieved alone. An organisational structure defines how people are organised – how their jobs /tasks are divided and coordinated.
The team at Core Purpose facilitates the process to define your organisation’s structure and how your goals, strategy, culture, and leadership are reflected in departments, functions, and roles. With clarity on key tasks and reporting lines, your employees, teams, leaders, and managers are aligned to achieve the organisation’s strategic plan and its core purpose.
Enquire NowOrganisational Structure and Design
SERVICE
An organisation is defined by a group of people working together to achieve a purpose that cannot be achieved alone. An organisational structure defines how people are organised – how their jobs /tasks are divided and coordinated.
The team at Core Purpose facilitates the process to define your organisation’s structure and how your goals, strategy, culture, and leadership are reflected in departments, functions, and roles. With clarity on key tasks and reporting lines, your employees, teams, leaders, and managers are aligned to achieve the organisation’s strategic plan and its core purpose.
Enquire NowDetails
The purpose of an organisational structure is the division of work among leaders and employees, and the synchronisation of their activities towards the goals and objectives of the organisation. Knowing how your company operates will help everyone perform to expectations.
An organisational structure clarifies all the functions, departments, and roles within your organisation.
The scalability of your company becomes visible by first understanding the functions of each department, and then by identifying possible gaps in the resources needed to achieve success. The structure improves efficiency, focus, resilience, and the general emotional climate of the workplace.
An organisational structure has a significant positive impact on organisational performance. Therefore, it is recommended that you endeavour to have a well-defined structure in place in order to achieve your objectives.
Objectives
- define departments, functions, jobs, and roles around the tasks and functions the company needs executed
- establish accountability, information flow, and distribution of responsibilities
- ensure a smooth and efficient functioning of the organisation
Benefits
Organisations which want to:
- achieve better control over the entire organisation
- gain clarity regarding how the work to be done is divided between employees
- efficiently coordinate employees and tasks
- clearly distinguish their organisation’s departments and functions
- easily communicate roles, tasks, and expectations so that staff perform better
- ensure the effectiveness and efficiency of the organisation
- give staff members clarity of their defined roles and responsibilities
- improve workplace communication
- ensure transparency
- reduce or eliminate workplace conflicts
- run effective performance reviews
- easily identify the roles and responsibilities that need to be re-assigned
- easily recognise role gaps
- have a chart that can be shared with the entire team
- improve decision-making processes
- give better control for hybrid working or for multiple business locations
Everyone in the organisation will greatly benefit from a clear understanding of their role, their key responsibilities, and their reporting lines.
Service Content
Pre-work:
The governance and/or the organisation’s leadership and management team will complete a questionnaire, designed to identify relevant issues or topics that need to be addressed. The issues are included in the agenda for the Organisational Structure, Design and Development session.
One-day session:
We facilitate a one-day session to help you to:
- establish the fundamentals of a sustainable and scalable Organisation Structure
- clarify the departments in your organisation
- define the functions of each department
- assign roles to each department
- ensure each role has a clear role description
- establish reporting lines
- assign key responsibilities
- establish how teams are set-up and led
- draft the organisation’s chart
- ensure accountability for the above processes and related follow-up actions are in place
Facilitator
Camelia Petrus brings a wealth of tools, experience, and perspective to her work in Industrial Organisational Psychology, Leadership, Workplace Behaviour, Non-Violent Communication and Psychology of Wellbeing. She is a member of NZ Positive Psychology Association, member of Change Management Institute NZ, and partner with OPRA Psychology Group Wellington and the Regional Business Partners Network.
Camelia’s interests are in employee wellbeing and engagement, leadership key competences and workplace behaviour. She provides employers with psychometric insights in the areas of Leadership Development, Workplace Behaviour, Recruitment, Sales and Customer Service, Client Relationship, Workplace Emotional Climate, and trains HR professionals in test interpretation.
Camelia leads work with individuals and organisations in NZ.
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