How it works

An organization is much more than boxes on an organizational chart. Once a structure is in place, the top priority is to place people in roles within the organization. This should be approached with great care, as individuals in the organization will likely be highly sensitive to changes in fairness and equity. As a result, a structured approach should be followed, with a clearly communicated process, objective, and standardized selection criteria, and decision-making that is both auditable and documented.

looks_oneCreate an organizational inventory and talent tracker

Before individuals can be assessed, selected, and placed in roles, an understanding of the talent available within the current organization is needed. HR information systems (HRIS) can be used to maintain a complete directory of current employees and an applicant tracking system (ATS) for incoming employees. HRIS data may require review and editing, or “scrubbing,” to ensure the accuracy of titles and reporting relationships and that all individuals in the organization are accounted for. An HR or organizational design steering committee can be created to determine and oversee how to account for contractors, part-time employees, and employees on leave.