Refine the HR Organizational Structure and Optimize Department Efficiency
Whether your organization is requiring you to grow or is asking you to cut down on costs, make sure that your department is structurally efficient.
- HR structures often just “happen” and fall into place over time without much effort being spent on business strategy and direction.
- HR leaders are too focused on putting out fires to address the long-term needs of their department, and the organization.
- Redesigning the HR department seems daunting and it’s not always clear where to start.
- Business strategy or needs have changed and HR must be proactive in making changes necessary to support the business direction.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- HR structure must be designed based on business strategy and key drivers. Many HR organizations have simply evolved without much consideration as to whether or not they are successfully supporting business strategies. Align your structure to place HR in the best position to support achievement of business goals, and ensure that your department is capable of meeting future needs and adapting to changes.
- If you have already ruled out programs or people as being the primary source of your HR department issues, structure could be the underlying problem; by modifying your department design using informed choices, you can optimize the efficiency of the HR team and reduce overall costs, as well as improving morale within the HR team.
Impact and Result
- Develop a new or modified structure that enables your HR team to work effectively and efficiently.
- Align more closely with business needs and future goals.
- Determine next steps and actions for employees within the HR department to eliminate skill gaps and reduce overages or redundancies.
Workshop: Refine the HR Organizational Structure and Optimize Department Efficiency
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: HR Department Redesign
The Purpose
- Develop your understanding of the various department structures and organizational design principles.
- Interpret business inputs with HR leadership team to decide on priorities and identify changes.
- Set objectives/parameters to outline the scope of the project and goal set.
Key Benefits Achieved
- Knowledge of various options for your structure.
- Structure project promotes alignment to business.
- A realistic and informed scope for the project.
- Key goals to be achieved from redesign.
Activities
Outputs
Understand organizational design principles, and structure options as well as the McLean & Company framework
Discuss the results of the business leadership team interviews
- HR leadership team feedback based on business inputs
Identify department gaps/overages and areas of needed change
Set objectives and parameters for redesign
- A list of objectives and parameters for the redesign project
Conduct gap analysis & select structure
- Final structure decision/design
Module 2: HR Skills & Capabilities Assessment
The Purpose
- Pinpoint specific skills gaps/overages and employee role changes as it relates to the new organizational design structure.
- Make informed decisions concerning changes you may need to make as part of the redesign.
- Assess the cost of your choices.
- Determine accountabilities to achieve clarity of roles and mandates.
Key Benefits Achieved
- Clarity for next steps as far as individual employees are concerned.
- A better idea of the fit of your selected structure, based on your current HR team.
- A detailed cost analysis, which can be used to justify your project to the CEO or executive team.
Activities
Outputs
Use Skills & Capabilities Assessment to capture current HR team & identify skills gaps/overages
- Inventory of current HR team and their skills and capabilities
Use RACI chart to collectively assign responsibilities and accountabilities throughout the HR leadership team
- Assigned responsibilities and accountabilities
Determine method of tracking success
- Scorecard design or alternate tracking method
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 1-phase advisory process. You'll receive 4 touchpoints with our researchers, all included in your membership.
- Call 1: Understand your options
Review drivers, structure options, and organizational design principles to optimize your HR structure and ensure that you have key understanding of the options available to you in this project. Determine if other external options are an avenue you would wish to explore further.
- Call 2: Gather data and select a structure
Review business inputs and consolidated information as well as objectives and parameters, discuss structural options and selections, interpret results of gap analysis, and discuss organizational design principles.
- Call 3: Arrange your team within the new structure
Assess current team’s capabilities, identify resource shortages or surpluses with HR leadership team, determine HR leaders’ accountabilities using RACI charts, select metrics/scorecard method, create and present business proposal.
- Call 4: Communicate and monitor
Create a communication plan for HR and business teams, have each of the function leaders complete the RACI chart with their teams, finalize metrics and determine key milestones, discuss short- and long-term plans for success.
Contributors
- Amy Kates, Managing Partner, Kates Kesler Organization Consulting
- Avi Singer, Training and Organizational Development Consultant
- Joanne Taylor, President, Pinch HR Services Inc.
- John Hovnanian, VP Human Resources, Intermedix
- Peter Reilly, Director, HR Research & Consultancy
Reconceptualize Job Descriptions
Redesign Your HR Structure
Plan for HR Shared Services
Determine the Right HR Outsourcing Solution
Optimize Span of Control
