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Organisation & People Performance

Aligning your organisation for business performance

Our Organisation & People Performance team helps you implement strategic business change by identifying and aligning the people-related factors that are critical to your organisation's performance.

Specifically, we work with you to improve your business performance through the following activities:
Articulating and cascading a clear and inspirational vision of the future
Translating and interpreting the business strategy to inform business change
Identifying and articulating the business capabilities required to deliver the organisation’s vision and strategy
Structuring the design of the organisation to maximise efficiency and deliver on strategy
Identifying and embedding a culture that supports the business strategy and delivers the brand promise
Aligning performance management and reward strategies
Talent management strategy and succession planning


Articulating and cascading a clear and inspirational vision of the future
Typically working with your executive team, we help create or refine a meaningful vision for your organisation and a clear articulation of what the future will look and feel like. We help your executives understand the organisational implications of the vision and design innovative mechanisms for cascading it throughout your organisation.

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Translating and interpreting the business strategy to inform business change
We believe it is vital that any business change is driven by your organisation’s strategy. We interpret and translate your organisational strategy to ensure any change programme is aligned to your business objectives.

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Identifying and articulating the business capabilities required to deliver the organisation’s vision and strategy
Frequently we find organisations fail to have a clear view of the capabilities required to deliver on their business strategy. In response we’ve developed a proprietary framework that provides any business with an intuitive representation of its current capabilities (people, systems, processes and structure) and overlays the business strategy to identify those capabilities that need to be developed or managed differently in the future. The capability model subsequently acts as frame of reference for the business to inform activity and guide change initiatives.

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Structuring the design of the organisation to maximise efficiency and deliver on strategy
Typically, organisational structures represent the legacy of past personalities, preferences or relationships and have been changed with limited rationale and in isolation from initiatives elsewhere in the business. And, as organisational structure determines employees’ finite levels of accountability and performance it is inextricably linked to the delivery of business strategy. Our proven methodology for designing organisational structures in support of business strategy ensures all your people are contributing to the bottom line.

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Identifying and embedding a culture that supports the business strategy and delivers the brand promise
Contrary to popular belief, we believe organisational culture can be transformed into an enabling asset for your business strategy. We have developed a flexible framework that allows your organisation to articulate its existing culture and understand the dynamics holding it in place. We then help you to develop the desired cultural blueprint to realise your organisation’s vision and strategy.

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Aligning performance management and reward strategies
Our Performance Management & Compensation (PMC) team is focused on helping our clients to maximise the return on their people investment.

Specific services include reward strategy formulation, pay and benefits benchmarking, bespoke salary surveys, performance management system design, executive compensation design (in conjunction with our leading Tax practice) and sales force incentivisation.

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Talent management strategy and succession planning
The pool of top talent both inside and outside the organisation is increasingly scarce and expensive. We believe any organisation that obtains and nurtures the best employees from this finite pool will fundamentally differentiate itself in the market.

Our talent management and succession planning approach

  • Provides a resource planning framework underpinned by a clear link to business strategy and business plans
  • Enables high potential managers to be identified, allowing organisations to develop and nurture those who are critical to their future
  • Provides an audit of the organisation’s current management strengths and weaknesses against current and future needs
  • Identifies where ‘weak links’ are, not only to fill individual positions, but also to detect risks resulting from capability gaps at an organisational level
  • Ensures that recruitment, assessment and development skills criteria (for both technical skills and behavioural qualities) are based on a consistent set of standards and common language
  • Provides a consistent approach and allows for defensible decisions in resourcing

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