Human Resource Consulting Practice

Organization Design : Organization design ensures the tasks performed and efforts put in by employees to achieve desired business objectives and goals. The four key components which go into Organization Design are analysis of activities, decisions, information flows and roles. The outcome of the analysis is structure which consists of positions, separate units with interrelated dependencies needing cooperation and exchange of information. Organization Design also creates an environment where roles and relationships are clearly defined and understood.

Organization Design aims to produce a logical, coherent & cohesive and yet flexible structure which would easily adapt itself to new market conditions and thus facilitates the organization’s objectives. It is thus a continuous process of modification and change and never a one-off event

The main objective of Organization Design is to strike right balance between integration and differentiation across various functions and levels, to arrive at the structures, roles, deployment planning and other process mechanisms to meet the business objectives of internal and external customers for today's and tomorrows’ market needs.

Structures : In today’s competitive world where context of business changes everyday, Organizations need to rethink their strategy on continuous basis. There is need for Organization Structures to be flexible and yet be focused. Organizations are needed to be extremely creative in designing structures that deliver innovative products and services at lower and lower prices and at the fastest speed.

Role : Defining roles in new age economy is a very different ball game. The widespread used of technology in every aspect of the business and new evolving technologies are creating new ways of working and operating. In this ever evolving environment, all the roles in an organization are becoming very different than they were before. Control and Hierarchy are giving way to “Empowerment and Leading from within”. Redefining roles to suit the dynamic business environment and strategies is therefore very crucial process.

NuGrid consulting works closely with client leadership teams in designing organizations. The work starts at very basic level of defining activities, information flows, decision points & process around it and the roles in the organization. Using this as an input to the process, as-is and to-be structures are created. The gaps are identified and plugged through a scientific organization design model developed in-house at NuGrid. Two distinctive outcomes of the design exercise is the organization structure which is flexible to accommodate ever changing business dynamics and roles which empowered and can sustain new age economic changes with the advent of technology.

Organization Culture : Culture within any Organization can be the most significant differentiator in the highly competitive environment. The Senior Leadership team at many organization are seen struggling to understand some of the following important aspects in their organization:



The key to good organization culture is involvement of employees. This leads to high degree of ownership towards the values. The fact that organization values are evolved from various personal values and yet organizational values needs to be set which is unique to all, makes the process that much more important.

The process used by NuGrid is the one which promotes:



At NuGrid, we have expertise and experience in identifying the key factors unique to each organization which goes in to making of the culture. Vision and Values are used as inputs to a process in defining culture and then spreading the culture which is conducive and accepting to change. Effective use of technology is done to involve employees in large organization. As discussed earlier, the involvement is focused at create ownership towards values.

Leadership Development : Leadership plays a major role in building the organization for a sustained performance. Changes in the environment have put tremendous pressure on leadership thus throwing inadequacies of many leaders in the organizations.
The Leadership Assessment toll helps leaders to assess themselves and helps them to identify their leadership style and become aware of the extent to which they exhibit desired leadership behavior.
The concept of Transformational Leadership is based on the belief that the foundation for lasting organizational change is self-change. Organizational Transformation deals with the deep issues of personal growth, vision, trust, creativity, purpose, and cultivating organizational and individual spirit. And the leader must begin this process of change by taking the first step.

Competency & Capacity Assessment : The rapid pace of change in technology and competitive aspects of business have created the need for organizations to re-examine the way their competencies are organized and available to the company. Positioning and matching people to the right jobs has become a critical process. Organization performance is also dependent on alignment of people capacities and competencies to organization strategies, objectives and culture / values.

Challenges:



We focus on helping the organization in identifying the capacities and competencies required by various key positions in the company. We develop capacity and competency maps for these key positions. Individuals are assessed on these capacities and competencies. We believe in transferring our skills to the organization. We, therefore, train people within the organization to further spread this process.