How can HR engage their CEO in organisation design?

How can HR engage their CEO in organisation design?

Organization design is the process of aligning an organization's structure, roles, responsibilities, and processes with its mission, vision, and objectives. It is a crucial function that can assist an organisation in achieving higher levels of performance, adapting to changing environments, and fostering creativity and collaboration.

However, organisation design is neither a one-time event nor a decision made from the top down. It is a continuous, collaborative procedure that includes the CEO and the HR department. By supplying the following services, HR can play a crucial role in facilitating and supporting organisation design.

- Evaluating the present state of the organisation and identifying improvement gaps and opportunities.

- Formulating a convincing argument for change and communicating it to employees and other stakeholders.

- Designing and implementing interventions that address the identified issues and are in line with the organization's intended future state.

- Evaluating the impact and efficacy of the interventions and making necessary modifications.

- Building the capabilities and competencies of leaders and employees to sustain change and nurture an innovative learning culture.

To engage their CEO in organisation design, HR professionals must develop a strategic partnership with them and comprehend their vision, objectives, and challenges. In addition, they must demonstrate their expertise and credibility in organisation design and change management, as well as their influence and ability to engage others. Some of the methods HR can accomplish this include:

- Holding regular meetings with the CEO to discuss the organization's strategic direction and priorities in relation to its organisational design.

- Providing information and insights regarding the current condition of the organisation, including employee engagement, performance, turnover, customer satisfaction, etc.

- Formulating recommendations and solutions based on best practises, research, and evidence.

- Collaborating with other functions and departments to ensure organization-wide alignment and integration of organisation design initiatives.

- Creating a change management plan that defines the organisation design project's objectives, scope, timeline, roles, responsibilities, communication channels, risks, and mitigation strategies.

- Developing and delivering training and coaching programmes that assist executives and employees in understanding the change, embracing it, and acquiring new skills and behaviours.

- Measuring and documenting the project's outcomes and benefits, as well as celebrating its successes.

Organizational design is a dynamic and complex process that necessitates a holistic and systemic approach. HR can be a valuable partner for the CEO in leading and managing organisation design by providing strategic direction, technical knowledge, operational support, and change leadership. Thus, HR can contribute to the development of an agile, resilient, customer-centric, and high-performing organisation.