Design and Development of the Organization
The need to adjust the business strategy and the corresponding operational strategies to observed changes may involve the redesign of processes and consequently the organization and functions related.
- Whenever necessary, g3p consulting propose the revision of the organization, aligning it with the description of functions and processes so that the interdisciplinary between all the operations and functions is assured, providing benefits:
- An organizational structure in line with the mission and vision;
- Development of key processes for the business;
- Assigning responsibilities for all the processes;
- Clear understanding of who does what;
- Specific goals for each process;
- Monitoring of performance measures;
- A complete overview of the organization – from the bottom to the top.
g3p consulting develops tailor-made solutions knowing that each organization is unique, with its own specificities, skills and human resources, working creatively with our customers to design the best solution.
Change Management
Change is the key word in business these days.
Either because there is a need to define new processes to adjust to new technologies, or even a change in strategy. Processes with new work systems and decision-making chains require new behaviours and attitudes that cause the organizational culture to change. However, changing a company’s culture is often the key to a new successful strategy.
From the definition of the strategy and its implementation to the design of the new organization, g3p consulting ensures that:
- the staff involved in the project acquires the knowledge of the new designed processes and the necessary skills to perform the work as per the new standards, through on-the-job training;
- coaching sessions are conducted in situations where individual dedication is needed.
The team work performed by g3p consulting ensures the understanding and adoption of new processes for all parties involved, resulting in a more positive work environment, an increase in responsibility and thus greater commitment to the organization, providing positive results.
Job description development
A job description establishes expectations and performance benchmarks. It should start by writing roles and responsibilities by creating an outline that identifies and prioritizes duties of the position.
Roles and responsibilities in a job description should be aligned with the company’s branding, values, standards and quality indicators.
Detail is important when writing roles and responsibilities in a job description, with a list of the tasks assigned to the position, grouped into related clusters. Responsibilities should be precise, but not rigid and inflexible, with specificity of outcomes in each written role and responsibility.
Related competencies and skills need to be specified and wherever possible, connect skills to desired outcomes. This detail will be the base to confirm the level of qualifications needed to perform the job required or to prepare a candidate for the role by adding specific training.
Clearly delineated job skills will help a manager assess the performance of current employees, provide a roadmap for job improvement and support the training need analysis process.
Training Need Analysis
The Training Need Analysis is the process that supports the identification of the training and development needs of its employees so that they can carry out their work efficiently. It involves a gap analysis of the competences and skills required on the job profile, providing the training needs required in the different roles. It helps the managers to identify the main areas of development of its employees, defining goals and contents according to internal requirements.
With adequate training and development, productivity increases, allowing return on investment in training!
