ORGANIZATIONAL DIAGNOSIS AND INTERVENTION

Organizational Diagnosis and Intervention

The organizational intervention is a wide process aiming at  improving performance and increasing profitability in a business, starting from the information collected from inside the company, in a structured way. Such data refer to the people potential, knowledge, capabilities, values and work environment in an organization.

The organizational intervention approaches an exhaustive list of issues but in the end, they will improve the way in which companies assimilate and implement  change initiatives. There are three main types of interventions we recommend:

  • Individual level
  • Group level
  • Oorganization level

Our specialists will identify the type of intervention necessary depending on the issue signaled. They will perform a mapping of the capacities and talent within the organization, will  establish diagnosis of the organizational climate, will design  a development plan of employees – all aligned with the company’s business goals.

The steps of the organizational intervention process

Diagnosis and identification of the factors that need change

The need of an organizational intervention starts with  certain indicators showing  a performance below the optimal level and management  decides an improvement is needed. During this step, a Talent Reserve expert intervenes to analyze the issue and collect information, with the purpose of developing a strategy meant to bring the necessary upgrade.

Designing a coherent intervention process

Our team drafts an action plan that addresses the identified issues, a plan including both setting of certain specific objectives to be reached on the way, as well as appointing the members of the project team, that will take certain roles and tasks, without affecting the usual activity in the organization – as much as possible.

Implementing improvement and impact evaluation

Once the intervention process actions are finished, the organization evaluates the process results by performance and profitability indicators, by reporting these values to the initial action plan. After the intervention is finished, the organization establishes if changes that occurred during their intervention will be a permanent part of the organization’s policy.

For the process to be successful, with beneficial results on the company’s development, the organizational intervention needs:

  • a tight cooperation, based on trust, between the organization’s management, consultants and employees
  • coherent and transparent communication with the employees
  • establishing long-term objectives
  • time allotted to employees’ evaluation, active listening of their preoccupation and generating decisions based on collected information
  • positive and open attitude towards change

You can directly contact us to develop  discuss and understand your challenges regarding the HR climate  in your companyPlease fill in the form below and we’ll call you shortly.

 

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