SYNERGY HR SOLUTIONS
Strategy
Human Resource
At Synergy we believe Organisations should have agile with flexible Structures which has the accountability to ensure the Goals of the Organisation are met by arresting significant problems identified in the HR audit due to gaps in Organisation Structure.
Designing Flexible and Agile Organisation Structure
Organizational structure is the method by which work flows through an organization. It allows groups to work together within their individual functions to manage tasks. Traditional organizational structures tend to be more formalized with employees grouped by function (such as finance or operations), region or product line. Less traditional structures are more loosely woven and flexible, with the ability to respond quickly to changing business environments.
Organizational structures have evolved over time. In the Industrial Revolution, individuals were organized to add parts to the manufacture of the product moving down the assembly line.
Today, organizational structures are changing swiftly from virtual organizations to other flexible structures. The future will likely bring functional, product and matrix organizational structures. However, as companies continue to evolve and increase their global presence, future organizations may embody a fluid, free-forming organization, member ownership and an entrepreneurial approach among all members.
A hallmark of a well-aligned organization is its ability to adapt and realign as needed. To ensure long-term viability, an organization must adjust its structure to fit new economic realities without diminishing core capabilities and competitive differentiation. Organizational realignment involves closing the structural gaps impeding organizational performance.
We at Synergy Talent Managers, make sure that the Organisations have agile, flexible Organisation Structures which has the accountability to ensure the Goals of the Organisation are met by arresting the above mentioned significant problems identified in the HR audit.
The takeaway from the above exercise is
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Reporting Structure and hierarchy
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Authority Matrix
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Levels of Hierarchy
We empower organizations to improvise the strategic role and contribution of HR to ensure optimal execution of business strategy. We also enable you to develop delivery and services capabilities in tandem, thereby ensuring you are not just surviving, but thriving.
OUR SUCCESSES OVER THE YEARS
Stats talk
For Themselves
Compellingly embrace empowered e-business after user friendly intellectual capital. Interactively actualize front-end processes with effective convergence.
90%
Client Success
Synergy handholds the clients in bridging up the gap between Strategy and Execution.
500+
Advices given
Our team has been instrumental in advising of how HR practices that deliver business results.
150
Businesses guided
We organise and guide HR interventions to deliver maximum value
85%
Goals Achieved
Handholds the Client teams to achieve Short-term and long-term goals
Organizational Structuring:Why of it?
Conflicts created by mis
misaligned organizational structure
Confusion,Lethargy at work,Procrastination and rumors are the byproducts of a misaligned organization.
Fast growing organization of business can lead to ineffective, misaligned organizational structures that do not support the business. Poorly conceived reorganizations may create significant problems, including the following:
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Structural gaps in roles, work processes, accountabilities and critical information flows can occur when companies eliminate middle management levels without eliminating the work, forcing employees to take on additional responsibilities.
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Diminished capacity, capability and agility issues can arise when a) lower-level employees who step in when middle management is eliminated are ill-equipped to perform the required duties and b) when higher-level executives must take on more tactical responsibilities, minimizing the value of their leadership skills.
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Disorganization and improper staffing can affect a company's cost structure, cash flow and ability to deliver goods or services. Agile organizations can rapidly deploy people to address shifting business needs. With resources cut to the bone, however, most organizations' staff members can focus only on their immediate responsibilities, leaving little time, energy or desire to work outside their current job scope. Ultimately, diminished capacity and lagging response times affect an organization's ability to remain competitive.
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Declining workforce engagement can reduce retention, decrease customer loyalty and limit organizational performance and stakeholder value.
We at Synergy Talent Managers, make sure that the Organisations have agile, flexible Organisation Structures which has the accountability to ensure the Goals of the Organisation are met by arresting the above mentioned significant problems identified in the HR audit.
Under Organizational Structuring
Organizational Structuring
Take Away
Reporting Structure and Hierarchy
Structure represents the way business divisions and units are organized and includes the information of who is accountable to whom. In other words, structure is the organizational chart of the firm. It is also one of the most visible and easy to change elements of the framework to suit the growth.
Authority Matrix
Authority Matrix presents in graphical format the relationships between people and functions. Instead of describing people’s job in isolation from one another, it focuses on how they interact. Because of this, the authority matrix supports the movement away from individual, isolated work to a more coordinated, team-based environment.
Accountability and Delegation
Every employee who has been empowered with role clarity and authority with responsibility creates a cadence of Accountability
Levelling across roles
Levels in an Organisation creates the ffeedom to move and spread either laterally or horizontally creating the Organisation agile and flexible.
Career Progression and Succession Planning
Every employee engaged with the Organisation dreams of growing along with the growth of the Organisation and it is essential to chart out a Career progression plan to keep them productively engage
