ORGANIZATIONAL CHANGE

Based on the technological changes in the world, business environment change, competitive pressures, and market conditions the organization implements a process and systematic approach to planning and implementing action plans to change the culture, work environment, business processes, management systems, operations, procedures, policies, strategies, technologies, and structure to improve leadership and human resources, improve operations, solve problems, successfully implement change solutions, overcome challenges and monitor the progress of organizational changes. Radical and comprehensive changes are carried out to transition and transform the organization.

BENEFITS OF ORGANIZATIONAL CHANGE

Organizational culture is built and improved, and the working environment is better; a good organizational culture and working environment will effectively support the change and implementation of business processes, new management systems, operations, procedures, policies, technology, and appropriate new structure will help to implement strategic changes, improve leadership and human resources, improve operations, solve problems, successfully implement change solutions, overcome challenges, and monitor the progress of organizational changes. In addition, organizational change also brings benefits such as improved leadership and business communication, improved products and services, improved employee engagement and retention, leadership and human resource development, increased innovation and creativity, increased competitiveness; increased performance, better decision-making and problem-solving; productivity and performance, better teamwork, achievement of strategic goals leading to increased sales and profits, etc.

ORGANIZATIONAL DESIGN

After the diagnosis and findings of non-conformances of organizational culture business processes, strategic business units, procedures, management systems, organizational communication, business areas, strategic business units, functions, the entire organizational structure, strategies, operations, and human resource management systems that the organization undertakes the design/redesign of all these components. Strategies lead the entire organizational design because strategic directions including mission, vision, and strategic goals help to scientifically and appropriately design business processes, procedures, management systems, organizational structure, strategies, operations, and human resource management systems to carry out the mission, achieve the vision, strategic goals, and business objectives which is also the purpose of the organization design/redesign. Organizational change is also carried out throughout the organizational design process.

BENEFITS OF ORGANIZATIONAL DESIGN

Cultural change supports the entire strategic management process, improving the engagement of all organizational members; they understand what types of culture need to be changed and implemented, they strive to contribute to successful organizational culture change and implementation to enhance leadership and organizational credibility; improve communication and increase commitment to organizational culture change. Design/redesign business processes are to increase the efficiency of inputs and outputs of processes and operations, effectively supporting the strategic management process; design/redesign strategic business units, business regions, and functions to better implement corporate strategies, business strategies and functional strategies; design/redesign procedures are to support the implementation of business processes resulting in improved efficiency and effectiveness of management systems; improve organizational communication, leadership communication and business communication; the entire organizational structure is optimally designed/redesigned to facilitate smooth operations of the entire organization, support organizational change and human resource management systems; capture organizational development opportunities; improve coordination and cooperation in the implementation of functions, business processes, procedures, corporate policies, and business policies; reduce duplication in performing leadership, management, administration and operational tasks; reduce conflicts between people, functions, business areas, and strategic business units; create a culture of innovation and creativity; design/redesign of human resource management system helps to reduce employee turnover, more reasonable salary and benefits system; improve internal promotion policy and implement reasonable succession. The most important benefit is to help better implement functional strategies, business strategies, corporate strategies, etc.

ORGANIZATIONAL DEVELOPMENT

Organizational development supports organizational change, change management systems, and organizational transformation. Organizational development sets goals and uses tools, methods, and intervention techniques to deliver organizational communication throughout the organizational development process; supports organizational design to develop the implementation of corporate, business, and functional strategies, the entire organizational structure, and business processes. Supports the improvement of human resource management systems. Enhances the company’s capability to coordinate the implementation of cultural change, leadership processes, management processes, and business processes; solves problems and makes better decisions, and improves organizational performance. Increases efficiency and coordination in the implementation of procedures, policies, and business processes across the entire designed/redesigned organizational structure.

BENEFITS OF ORGANIZATIONAL DEVELOPMENT

Organizational development improves leadership and business communication, improves products and services, increases sales and profits; continually improves all organizational activities; increases productivity, efficiency, and organizational performance; develops leadership, develops management, and develops human resources; improves the work environment; enhances employee engagement and morale, adapts quickly to organizational change, improves teamwork; improves leadership, management, and operational skills; makes the organization more flexible and agile to respond to changes in the business environment and challenges in an uncertain business environment; creates a culture of innovation and creativity. The most important benefit and output of the organizational development process is achieving business success and sustainable growth of the organization, etc.

ORGANIZATIONAL TRANSFORMATION

Organizational transformation is a form of organizational change but is a transformation of the entire organization called transformational change which includes the transformation of the entire organizational structure. Organizational transformation is a strategic and process approach; diagnosing the current state of the organization to create an organizational transformation roadmap, using change methodologies, change tools, management tools, organizational interventions, and best practices to move the organization to a desired future. Options in the organizational transformation plan include restructuring/downsizing/re-engineering the organization, changing leadership style and type of leadership, addressing issues of organizational culture change to link organizational culture with the implementation of strategies, and improving operational management.

BENEFITS OF ORGANIZATIONAL TRANSFORMATION

Organizational transformation achieves results in restructuring/downsizing/reengineering the organization, new leadership styles and appropriate leadership types; addressing issues of changing organizational culture to link organizational culture to successful strategy implementation and improves operations management; attracting talents to join the organization, improving the organizational climate, better team spirit, increasing the correlation between employees, increasing engagement, promoting and improving the human resource management system, recognizing and creating personal values. Good transformation results will strengthen the brand and influence of the organization in the market and society, improving the organizational culture, improving the organizational performance, improving competitive advantages, improving the culture of innovation and creativity, improving the skills of changing the organization, changing the entire organizational structure, achieving organizational performance, etc.

DRN’S CONSULTING APPROACH TO ORGANIZATIONAL CHANGE, DESIGN, DEVELOPMENT, AND TRANSFORMATION 

DRN will select appropriate organizational change and transformation models/frameworks for each organization/company use questionnaires to assess change readiness and survey/diagnose problems of each component in the models; report survey outcomes and interpret scores for each item of each component of the framework/model; analyze and synthesize to create a consulting, coaching (applying a coaching model), training, and improvement plan for each item of each component of the framework/model with a low average score across the company including options: Restructuring/downsizing/reengineering/transforming the organization. DRN plans changing, designing/redesigning, restructuring/downsizing/reengineering/developing/transforming the organization. Instruct skills, apply best practices, develop and implement organizational interventions, and use change tools; design, develop, and transform organizations; use appropriate tools and management techniques throughout the consulting, coaching, and training process of organizational change, design, development, and transformation. Monitor, review, and evaluate organizational change, design, development, and transformation.

Establish an organizational change, design, development, and transformation team to run the organizational change, design, development, and transformation project.

OPTIONS

Clients can combine transformational leadership consulting with organizational change, design, development, and transformation consulting projects.