Organizational Enhancement Process™
INTERACTIONS® has a vision for your workplace
A place where:
- Leadership sets and communicates clear strategic direction.
- The structure of the organization supports the strategic direction.
- Everyone understands what they are accountable for and how their work contributes to organizational success.
- Processes and workflows are clearly identified and understood.
- The knowledge, skills and attributes required for each area of accountability are identified and developed.
- Human resource requirements are aligned with the organization’s strategic direction.
- Position descriptions are based on areas of accountability and clearly outline job expectations.
- The organization values and supports the development and retention of its employees.
- Accountability-centered performance management promotes continuous improvements.
INTERACTIONS® Organizational Enhancement Process™ (OEP™) presents a clear, straightforward methodology to help organizations be their best. Our Process reflects the ideals of those working within your organization.
From the outside looking in, we see a need to assist organizations in enhancing their processes and systems to achieve organizational success. Most organizations struggle with keeping up with changing priorities. Often, people do not really know what is expected of them. They feel that leadership is out of touch with their day-to-day reality. Similarly, leadership often expresses frustration when staff does not produce the desired results. The OEP™ helps set your people up for success so they can achieve organizational, work unit and positional areas of accountability, goals and objectives.
Our Process brings clarity to the work that needs to be done. Achieve real results by:
- Creating an accountability framework.
- Understanding the work required to successfully fulfill those areas of accountability.
- Identifying and developing the knowledge, skills and attributes required of the workforce.
- Developing a human resource strategy that attracts, develops and retains the optimum workforce.
Our OEP™ and Tools help managers, leaders and human resource professionals logically and systematically align the strategic direction of the organization with its structure, areas of accountability, key business processes and the human resources required for organizational effectiveness. You can implement the steps of the Process in its entirety or those steps that best meet the immediate needs of your organization. You or staff within your organization can be certified to implement the OEP™ or you can seek the assistance of an OEP™ certified consultant.
The OEP™ is comprised of the three phases:
- Phase 1: Organization Design
- Phase 2: Human Resource Planning
- Phase 3: Performance Management
The Process goes well beyond typical strategic planning processes. The OEP™ is designed to operationalize your strategic direction, establishing a solid foundation on which to build. People will be more motivated, less stressed and more committed to your organization.
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Organization Design
Set Strategic Direction
Leadership sets and communicates clear strategic direction.
- Set clear strategic direction communicating where you are now, where you want to go and how you intend to get there.
Determine Organization Design
The structure of the organization supports the strategic direction.
- Review, create or validate your organization's current structure to determine what, if any, changes are required based on the strategic direction set.
Establish an Accountability Framework
Everyone understands what they are accountable for and how their work contributes to organizational success.
- Ensure that everyone in the organization understands the structure and how each work unit helps to fulfill the organization's mission.
- Develop an accountability framework outlining the areas of accountability, primary functions and performance standards for each work unit within your organization.
Map Key Processes/Workflows
Processes and workflows are clearly identified and understood.
- Identify and map key processes/workflows associated with the areas of accountability required for each work unit.
- Align areas of accountability and key processes/workflows to identify the changes required to achieve your strategic direction.
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Human Resource Planning
Establish a Competency Framework
The knowledge, skills and attributes required for each area of accountability are identified and developed.
- Ensure that your people have the knowledge and skills required for organizational success.
- Identify the knowledge, skills and attributes (competencies) required to successfully carry out the key processes/workflows associated with the areas of accountability and primary functions for each work unit and the overall organization.
- Determine work unit training and skill development needs
Determine Human Resource Requirements
Human resource requirements are aligned with the organization's strategic direction.
- Examine if your organization has the appropriate human resources required to sustain current and future work demands and to move your organization toward your strategic direction.
- Determine/validate the job types and numbers of positions required within each work unit.
Create Accountability-Centered Position Descriptions™
Position descriptions are based on areas of accountability and clearly outline job expectations.
- Set people up for success - create meaningful position descriptions outlining positional expectations.
- Conduct job analyses to identify the knowledge, skills and attributes (competencies) required to successfully fulfill positional areas of accountability and primary job functions.
Develop a Human Resource Strategy
The organization values and supports the development and retention of its employees.
- Determine how best to recruit, retain and develop your organization's optimum workforce.
- Develop a framework that reflects the organization's values and strategic direction for the following:
- Recruitment and Selection
- Performance Planning
- Training and Development
- Performance Monitoring
- Performance Evaluation
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Performance Management
