An organizational structure defines how activities such as task allocation, coordination, and supervision are directed toward the achievement of organizational aims.  

Designing an organization structure brings with it critical thinking to ensure the right degree of alignment with strategy, staying true to organization design principles, and managing the varying opinions of different business leaders within the organization. It is crucial that the organizational focus stay true to the strategy and the organization's design principles derived from the strategy.

• Communicate the project objectives clearly.

• Involve senior leadership since the beginning.

• Involve senior leadership since the beginning.

An employee handbook is an important communication tool between employer and employer.

  The Employee Handbook serves to acquaint employees with the policies, procedures, philosophy and benefits of the employment. An effective employee handbook establishes a clearly defined working relationship and helps protect you from litigation. The handbooks are intended to provide user-friendly, up-to-date and accurate information about the rules and guidelines that apply to employment.

• Personnel policies of the relevant rules and guidelines.

•  Employee Handbook on topics such as working hours, holidays, leave of absence, etc.

•  All employees are responsible for accessing the Handbook and complying with the contents therein

It is very important to have written job descriptions that accurately reflect the employees’ current job duties and responsibilities. 

 Job analysis is the process of gathering, examining, and interpreting data about the job’s tasks and responsibilities. It generally includes tracking an employee’s duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers, and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family. 

• Job analysis is the evaluation of the job, not the person doing the job.

•  The evaluation process focuses on valuing the content of each position.

•  Salary ranges intentionally overlap from one grade to another.

Compensation can be defined as all of the rewards earned by employees in return for their labor.

  A good compensation strategy includes a balance between internal equity and external competitiveness. Compensation and benefits affect the productivity and happiness of employees, as well as the ability of your organization to effectively realize its objectives. It is to ensure that employees are creatively compensated and knowledgeable of their benefits. 

• Communicate the project objectives clearly.

• Involve senior leadership since the beginning.

• Stay true to the business strategy and the business requirements, not individual priorities, Start now!

A competency model contains the core competencies necessary for success in a job or group of jobs.

  A well-constructed model includes behavioral definitions for each competency and is validated by employees in and around jobs. An effective model also reflects the business and its culture and advances an organization’s strategic imperatives. Competency models can be used as a resource for developing curriculum and selecting training materials, identifying licensure and certification requirements, writing job descriptions, recruiting and hiring workers, and evaluating employee performance.

• Communicate the project objectives clearly.

• Involve senior leadership since the beginning.

• Stay true to the business strategy and the business requirements, not individual priorities Start now!

Performance Management is a holistic process that ensures employees’ performance contributes to business objectives.

PMF brings together many elements of good people management practice, including learning and development, measurement of performance, and organisational development. It is a process that contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance.

• Communicate the project objectives clearly.

• Involve senior leadership since the beginning.

• Stay true to the business strategy and the business requirements, not individual priorities Start now!

Change management is a systematic approach to deal with change both from the perspective of an organization and the individual. 

 Successful adaptation to change is as crucial within an organization. Adaptation might involve establishing a structured methodology for responding to change requests in the business environment or establishing coping mechanisms for responding to changes in the workplace (such as new policies, or technologies).

• Communicate the project objectives clearly.

• Involve senior leadership since beginning.

• Stay true to the business strategy and the business requirements, not individual priorities Start now!

HR Metrics and Analytics are no longer 'nice to haves' but are now 'must haves.'  

Human Resource metrics are measurements used to determine the value and effectiveness of HR initiatives, typically including such areas as turnover, training, return on human capital, costs of labor, and expenses per employee. It is often required of human resource departments to show the organizational value of money and time spent on human resources management training and activities.

• Communicate the project objectives clearly.

• Involve senior leadership since beginning.

• Stay true to the business strategy and the business requirements, not individual priorities Start now!

HR Technology solutions improve the overall efficiency of the HR processes and support the overall strategic objectives of HR and the organization.

Technology has changed the way HR does its job. HR should be responsible for setting the HR technology strategy in partnership with IT, and both should work together to make sure that HR is approaching business problems with the right solutions. HR has an employee perspective and an intimate understanding of the practices that support an effective workforce.

• Communicate the project objectives clearly.

• Involve senior leadership since the beginning.

• Stay true to the business strategy and the business requirements, not individual priorities Start now!

Succession planning is one part of ensuring that an organisation can meet its future needs for people.

Succession plans play a critical role in mitigating risk to ensure the continued success of an organization. Given the important role succession planning plays in determining who will be next to lead one might think it would be a priority for every organization. The time for developing the next generation of specialists, managers, directors, and senior leaders is now, but making talent management a priority for your organization can be challenging, particularly in the case of succession planning.

• Communicate the project objectives clearly.

• Involve senior leadership since beginning.

• Stay true to the business strategy and the business requirements, not individual priorities Start now!

The gap analysis provides insight into the need for improvement toward safe transitions of HR Activities.

The gap analysis provides information that allows HR Planners to compare what exists today with what will be needed in future years. Outcomes from the gap analysis play significantly into future workforce stabilisation strategies for growing businesses. The organisation must consider strategies for retraining, hiring, etc in order to enhance business productivity.

• Communicate the project objectives clearly.

• Involve senior leadership since beginning.

• Stay true to the business strategy and the business requirements, not individual priorities Start now!