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CPR Center for Performance led Integrated Organization Design: The New Strategic Priority for HR Directors White Paper 09/01 January 2009Craig Marsh, Paul Sparrow, Martin Third, Hash Ba lain, and

How to fill out integrated organisation design

1. Start by conducting a thorough analysis of your current organizational structure and its effectiveness. Identify any areas of inefficiency or bottlenecks that could benefit from an integrated organization design.
2. Gather input from key stakeholders in your organization, including executives, managers, and employees. By involving a diverse group of individuals, you can ensure that all perspectives and needs are taken into account during the design process.
3. Define your organization's strategic goals and objectives. Determine how an integrated organization design can support and align with these goals, and ensure that the design facilitates efficient communication and collaboration across different departments or teams.
4. Consider the different functions and roles within your organization. Determine how these different parts can work together in a more cohesive and integrated manner. This may involve restructuring teams, revising job descriptions, or establishing cross-functional teams and collaborations.
5. Assess the technology and systems currently in place within your organization. Evaluate whether they adequately support an integrated organization design, or if upgrades or new solutions are necessary to facilitate seamless communication and data sharing.
6. Develop a detailed implementation plan that outlines the specific steps and timeline for implementing the integrated organization design. Consider any potential challenges or resistance to change that may arise, and develop strategies for addressing them.
7. Communicate the integrated organization design to all employees and stakeholders. Clearly articulate the reasons for the change and how it aligns with the organization's goals. Provide ample opportunities for feedback and address any concerns or questions that may arise.
8. Monitor and evaluate the effectiveness of the integrated organization design once it has been implemented. Collect feedback from employees and key stakeholders, and make any necessary adjustments or improvements to ensure its success.

Who needs integrated organization design?

1. Organizations experiencing inefficiencies or bottlenecks in their current operational structure can benefit from integrated organization design. It provides an opportunity to streamline processes and improve coordination and collaboration.
2. Companies undergoing significant growth or expansion may need an integrated organization design to accommodate the increased complexity and demands on the organization. It can facilitate scalability and ensure that the organization remains agile and adaptable.
3. Organizations going through a merger or acquisition can benefit from an integrated organization design to facilitate the integration of different teams and functions. It can help smooth the transition and ensure that the new organization operates cohesively.
4. Companies operating in rapidly changing industries or markets may need an integrated organization design to enable agility and responsiveness. It can help ensure that the organization can quickly adapt to new opportunities or challenges.
5. Organizations seeking to improve employee engagement and collaboration can benefit from an integrated organization design. By fostering a culture of teamwork and communication, it can enhance employee satisfaction and productivity.

Overall, integrated organization design is beneficial for any organization looking to improve efficiency, streamline processes, foster collaboration, and align with strategic goals and objectives.

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What is integrated organisation design?

Integrated organisation design is the process of aligning the structure, roles, processes, and culture of an organization to support its overall strategy.

Who is required to file integrated organisation design?

Organizations or companies that are undergoing restructuring or changes to its organizational design are required to file integrated organisation design.

How to fill out integrated organisation design?

Integrated organisation design can be filled out by providing information on the current organizational structure, proposed changes, rationale behind the changes, and expected outcomes.

What is the purpose of integrated organisation design?

The purpose of integrated organisation design is to ensure that the structure, processes, roles, and culture of an organization are aligned to support its strategy and goals.

What information must be reported on integrated organisation design?

Information such as current organizational structure, proposed changes, rationale behind the changes, expected outcomes, and impact on employees must be reported on integrated organisation design.