Organisation design and implementation ORDI

(modified)

Planning, designing and implementing an integrated organisation structure and culture.

Guidance notes

(new)

Scope of organisation design can be wide - including the workplace environment, location strategy and the number of locations required, role profiles, performance measurements, competencies and skills.

Activities may include - but are not limited to...

  • facilitating changes needed to adapt to changes in technologies, society, new operating models and business processes.
  • identifying key attributes of the required culture and how these can be implemented and reinforced to bring about improved organisational performance.

Organisation design and implementation: Level 7

(unchanged)

Establishes and communicates the need and rationale for organisational structure and culture change. Secures organisational commitment and resources needed for organisational and culture change. Leads organisational change by removing obstacles, advocating and lobbying for change at the highest levels. Puts in place mechanisms to reinforce and embed organisational and culture change. Acts as a role model for desired behaviours and sets consistent standards and expectations.

Organisation design and implementation: Level 6

(modified)

Champions the value of new ways of working to address internal and external opportunities and threats. Sets direction and leads in the selection, introduction and use of organisation design techniques, methodologies and tools. Plans and leads organisation design activities - identifies alternatives, assesses feasibility, and recommends solutions. Identifies major changes affecting the organisation, and mobilises resources to implement changes. Initiates the definition of new organisation boundaries and creates future organisation design. Outlines performance measurement objectives and the high-level implementation approach.

Organisation design and implementation: Level 5

(modified)

Implements organisational structure and culture change activities. Conducts impact assessments to ensure organisational structure and cultures are aligned to changes in processes, systems, technology and tools. Develops graphical representations of organisation models and structures to facilitate understanding and decision-making. Identifies and evaluates alternative solutions. re business processes. Aligns existing organisational structures, roles, jobs, and career paths to new processes. Advises on implications of introducing new workplace models and tools.

Organisation design and implementation: Level 4

(new)

Assists with the development of organisational structures such as creating role descriptions and career paths.