Our skilled teams partner with our clients, and bring not only the necessary technical expertise required to deliver the solution, but execute projects in a disciplined, well-governed manner, supported by expert change journey management.
Organisation Architecture
Organisation Architecture is the result of a systemic and structured process by which an organisation determines the most effective way to execute its strategy through people, supported by processes and technology.
Organisation Architecture involves:
- Determining organisational capabilities that will deliver sustainable value against the defined strategy
- Defining the business operating model
- Defining the business process architecture and accountabilities
- Defining organisational structures with clear roles and responsibilities
- Identifying the use of technology in specific roles
- Allocating business key performance areas (KPAs), supported by governance and/or decision rights
- Performing workforce planning and activity-based costing
- Aligning leadership and organisation ways of working
- Workforce transition
Organisation Architecture provides the over-arching context for our other solutions.
Functional People Data Architecture
Functional People Data Architecture encompasses the deliberate design of the organisation, work and people data that underpins the integration of people-related practices, processes, metrics and controls.
This architecture is a translation of the organisation’s strategy, operating model and business processes. These elements are then systemically integrated to provide the people data architecture that enables the Human Capital value chain, optimal Human Capital technology implementation, and meaningful, reliable analytics.
Job Architecture
Job Architecture refers to an architected framework in which the hierarchy of jobs in an organisation is organised. It represents the translation of an organisation’s strategy into the work that should take place in the organisation to enable the strategy.
Job Architecture provides the infrastructure for Human Capital and financial practices that drive the business, including recruitment, total reward, workforce planning, career pathing, learning and development and succession planning.
Assessment Modelling
The Business Architecture Model (BAM®) reflects a consolidated view of the DCMs for all the business functions and how these interact in the context of the organisation’s strategy.
Assessments are designed to measure an individual’s suitability for a role in relation to the competencies required for that role, and can also be used for development purposes. Our approach to assessments is to work with our clients to establish a work-centric, client-specific competency-based Assessment Model that meets the client’s requirements.