Leadership & Organizational Design
A clear and appropriate organizational design (organizational design) optimizes an organization’s performance by creating better alignment between its structure, processes and (people & culture) strategy.
The starting point for your design consists of elements specific to the organization. Essential is that choices in the organizational design are always made consciously and fit the direction of your organization. 
Establishing Organizational Design
Many organizations are asking to firmly establish their organizational design and associated job descriptions. The traditional “rake” no longer seems to fit in. But what does? There is more and more talk about self-management, but your successful competitor applies a completely different design. How can you make a difference?
With the rapid pace of change in the world around us, being able to move quickly is crucial. So an appropriate and up-to-date organizational structure is hugely important. Together we strive for a clear, functional and simple design. Based on sharp analyses, the best solution for your organization will be designed and successfully implemented.
(Re)design HR department
When your organization has grown (rapidly), it may be that the HR department and processes have lagged in this. To ensure sustainable growth, it is important to address this.
With our expertise in setting up HR departments, we help your company establish solid HR processes that support your organization in attracting, retaining and developing top talent.
These companies went before you:
“The consultants from Rvdb showed us how we can all play a role in ensuring a safe and supportive environment for yourself as well as your colleague, both within our office and during client visits.”
Polman van den Broek
Our approach
Rvdb will gladly help your organization define its vision of being an employer. A vision that matches your mission, vision and core values. The vision of employership serves as a framework for all HR instruments, processes and policies within your organisation.
Analyzing the current situation
During the analysis we get to know the organization and collect the necessary input. Naturally, we include steps already taken and analyses done, so that this can be done concisely.
- Desk research current strategy and objectives
- Interviews with or survey of employees
Defining a vision of being an employer
During an interactive session with the MT, we define the HR vision and answer the question, What kind of employer do you want to be?
We discuss different visions of being an employer to determine which one best suits your organization. We also set priorities within the HR themes based on the chosen vision.
Design of HR tools and policies
Based on a clear vision and prioritization, HR tools and policies can be developed:
- Working sessions to explore specific themes
- Designing the solution
- Review with the project group
- Elaboration of final design
- Determine steps toward implementation.
Implementation of HR tools and policies
We can help implement (parts of) the advice and design. Think of a communication plan, training the organization on cultural values, providing feedback or coaching leadership.