Description:
Redesign job roles and reporting lines based on key competencies rather than traditional hierarchy, improving agility and workforce effectiveness.
Duration: 12-16 weeks
Major Activities:
- Identify core competencies required for each role
- Map current workforce skills and gaps
- Redefine job roles based on competency requirements
- Align reporting structures with business objectives
- Train employees and managers on new structure
- Monitor impact and refine as needed
Deliverables:
- Competency-based job role framework
- Skills gap analysis report
- New organizational structure blueprint
- Training materials for managers and employees
- Post-implementation evaluation report
Project Tips:
✅ DO:
- Ensure the new structure aligns with long-term business goals.
- Get employee input to enhance adoption.
- Provide clear career progression pathways.
❌ DON’T:
- Overcomplicate competency definitions.
- Ignore potential resistance to change.
- Assume a one-size-fits-all approach will work for all departments.