Integrated Organization Design

CPHR

Centre for PerformanCe-led Hr

Integrated Organisation Design: The New Strategic Priority for HR Directors

White Paper 09/01 January 2009

Craig Marsh, Paul Sparrow, Martin Hird, Shashi Balain, and Anthony Hesketh

Contents

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Introduction Getting Into The Right Frame Of Mind 2.1. Why OD Again? 2.2. Why Is Organisation Design A Wanted Capability? 2.3. Getting Into The Right Space Where We Come From: The Organisation Development Tradition 3.1. Early Distinctions Between Organisation Development And Design 3.2. Defining Organisation Development (ODV) 3.3. Has Organisation Development Passed Its Sell-by Date? 3.4. Which Capability Should Take Precedence? Understanding Organisation Design Capability 4.1. Defining Organisation Design (ODS) 4.2. What Sorts Of Knowledge Must HR Possess To Have A Design Capability? Time To Bring Together The Different Organisation Design Perspectives 5.1. What Does The Decision-Making Perspective Say Is Important? 5.2. What Does The Technology And Information Processing Perspective Say Is Important? 5.3. Understanding The Concept Of Organisational Form Key Messages From The Organisation Design Literature 6.1. The Need For Integrated Capability 6.2. Time To Bring Organisation Design Capability In-house Business Model Change 7.1. A Key Application Of Organisation Design Capability 7.2. Three Levels Of Design Capability 7.3. Evolving The new Architectural Design skills Conclusion: HR As An Integrative Role

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ENDNOTES

1. Introduction

It is quite possible that, right now, your CEO or a senior Business Unit head is planning a rapid restructuring in response to deteriorating market conditions. It is also quite possible that you as the HR Director (HRD) will not be told about this until it is a fait accompli, and you are left to tidy up the long term consequences of relatively short term thinking. Perhaps...