DIAGNOSING
THE COMPANY ORGANIZATION
Diagnosing the
company organization is one of the initial phases of
updating the organizational structure of the company. By
diagnosing the activities of the organization we define
the advantages of the company and by analysing them we
determine the possibilities for business improvements.
Key leaders, experts and experienced operative
performers are included in the execution of the
diagnostic procedures.
The advising is
directed to the following areas:
-
defining
general principles of company organization,
-
remodeling
the macro organizational structure,
-
defining the
level of leadership or process holders,
-
introducing
the radial scheme of connections,
-
defining key
areas of business,
-
defining key
tasks of the company,
-
defining
procedures for supplementing and changing the
company organization,
-
defining the
role of top, middle and operative leaders,
-
devising a
system of co-ordinations and reporting,
-
defining a
system of authorizing and substituting,
-
drawing the
limits for authorizations and responsibilities,
-
introducing project and team work,
-
creativity
of individuals and groups,
-
managing
business with organizational regulations,
-
defining
special authorizations and responsibilities,
-
creating the
principles for future development of company
organization.
REMODELLING
ORGANIZATIONAL STRUCTURES
Remodelling
organizational structures must be closely linked with
the vision, mission and strategic developmental
objectives of the company. Business objectives
essentially affect the selection of the right
organizational structure or the decision about combining
various organizational structures. Dynamic adaptation to
actual change in the business environment must be
achieved in practice. That is why one of the more
important tasks is to acquaint leaders and experts with
various possibilities of organizing the activities of
the whole company, its units and processes. The topic is
closely connected with the optimisation of business
processes.
The advising is
directed to the following areas:
-
defining the
actual working conditions of separate organizational
units or the organization as a whole,
-
defining the
suitability of the selected organizational
structure,
-
defining key
authorizations and responsibilities,
-
implementation of a remodelled organizational
structure.
INITIATING
PROJECT WORK
Initiating
project work helps stimulate faster development and
bring forward younger experts in cooperation with
experienced co-workers in a company. Project work is a
challenge and an opportunity for transferring to a
qualitatively higher level of business and it also
proves effective for achieving a greater degree of the
most creative people.
The advising is
directed to the following areas:
-
defining the
principles of project work,
-
defining the
project plan,
-
defining the
role of the project team,
-
defining the
role of the project leader,
-
defining the
role of members of the project team,
-
defining the
role of the supervisory decision-making group,
-
defining the
role of expert professionals at project work,
-
controlling
the costs of the project,
-
providing
computer support needed for the implementation of
projects,
-
controlling
the project documentation,
-
preparing
operative instructions for the work of project
teams,
-
establishing
the demands for implementing the results of
projects,
-
rewarding
the members of the project teams,
-
accelerating
the results of project work,
-
defining the
role of external performers in project work.
HE
CONSTRUCTION OF A SYSTEM OF EMPOWERMENT AND RESPONSIBILITIES IN
A COMPANY
The construction
of a system of empowerment and responsibilities in a
company helps to clear up organizational roles. As a
rule, the extent of empowerment is in agreement with the
responsibilities that are given to an individual. Along
with the system of empowerment we also strengthen the
process of delegation and decentralization of the
decision making. By clearly defining responsibilities at
work we avoid possible misunderstandings and increase
the efficiency of work.
The advising is
directed to the following areas:
-
defining
authorizations for document signing,
-
defining
authorizations for directing and leading co-workers,
-
defining
authorizations for mediating information to
co-workers,
-
defining
authorizations that arise from the work area (job
position),
-
defining
responsibilities at work (responsibility for leading
and professional development of employees, for the
achievement of objectives, for incomes, for
controlling expenses, for the quality of processes
and products, for the development of new products or
services, responsibility in the area of health
protecting, responsibility for the market situation
influence and the influence on the business of the
company etc.)
INITIATING
TEAMWORK
Initiating
teamwork is an important lever to release creative
abbilities of effective individuals and teams. Teamwork
strengthens the success of business, improves the levels
of information of the involved and contributes to active
studies of the employees. It allows the transfer of good
practices and does not allow for passive behaviour of
employees to happen. The initiation of teamwork
essentially influences the unleashing of creativity of
experts and the quality of work in an organization.
The advising is
directed to the following areas:
-
defining the
model for initiating team work,
-
defining
recommendations for the work of permanent expert
teams,
-
defining the
contents of activities of permanent expert teams
(the team for the development of employees, the team
for the quality of business, the team for the
controlling of expenses, the marketing team, ...),
-
defining
connections between permanent expert teams,
-
initiating
team work into the practice of the company.
ASCERTAINING
AND IMPROVING THE SATISFACTION OF EMPLOYEES AT WORK
Ascertaining and
improving the satisfaction of employees at work affects
the work and business results of an organization. The
strengthening of partnership between work and capital is
one of the more demanding tasks of leadership which in
the long run positively affects the value of an
organization. The majority of the employees are involved
in the process of improving the satisfaction at work
which assures that normal problems are solved promptly
and abnormal developmental problems are prevented.
The advising is
directed to the following areas:
-
creating a
questionnaire for investigating the satisfaction of
employees at work,
-
the
adaptation of the computer programme for handling
the survey materials (the programme passes over to
the client),
-
performing
the opinion survey of all employees on the client's
premises,
-
processing
the survey data and providing comments,
-
identifying
improvements aimed at raising the satisfaction of
employees at work,
-
informing
employees about the planned improvements,
-
creating an
employee booklet,
-
creating an
internet system of communication in the company.
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