Organizational Design Self-Assessment

Q.1 How easy is it to pull together a data foundation for Organizational Design and planning from different sources and regions?

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Data is fragmented across HRIS, finance and spreadsheets; it can take weeks to pull together We manually reconcile job titles, grades and regions, typically taking several days to align data Some standards exist, but inconsistent naming and levelling mean validation still takes days Workforce, finance and job data is largely aligned, creating a validated foundation within 1-2 days AI and automation allow us to align, validate and flag anomalies, producing a trusted data foundation within 24 hours

Q.2 To what extent are roles, responsibilities, and ways of working clearly defined and consistently applied across your organization?

We do not have clearly defined roles, responsibilities or ways of workingWe have some frameworks, but these are not consistently applied Roles and responsibilities are defined within teams but we have no consistent job architecture across the organization There is a clear and consistent understanding of roles, responsibilities and ways of working across the organization We have a well-established operating model and job architecture with clearly defined roles, responsibilities and ways of working that are actively used to support workforce change

Q.3 How effectively do you plan, deliver, and adapt organization changes in response to evolving business needs?

We do not have a structured approach to organization changeWe have high-level plans but do not consistently follow or deliver against them We have structured plans and track progress, but these are not always managed across initiatives We have a clear and coordinated approach to delivering organization change, with regular progress tracking We have an agile, enterprise-wide approach that enables us to continuously plan, deliver and adapt organization changes in line with business needs

Q.4 How well do you understand and prepare for the impact of new technologies (such as AI and automation) on your organization?

We have little to no understanding of how technologies like AI will impact our organization We have a high-level view of potential impact, but it is not specific to our organization We have started to assess where technology may impact parts of our organization We have a clear understanding of how work, roles and responsibilities may change We proactively assess and plan for how technology will reshape work, roles and organizational structure over time

Q.5 How confident are you in responding quickly to difficult questions from the CFO or executive leadership about organizational health, workforce numbers or structural risk?

We struggle to answer these questions with confidence or reliable dataWe can answer some questions, but responses are manual, slow and often inconsistent We have reasonable answers for common questions, but need extra effort for complex or urgent requests We can respond quickly to most leadership questions with trusted data and clear insight We provide fast, confident, evidence-based answers on organizational health, workforce numbers and structural risk

Assess your org design capabilities

Q.1 How easy is it to pull together a data foundation for Organizational Design and planning from different sources and regions?

Q.2 To what extent are roles, responsibilities, and ways of working clearly defined and consistently applied across your organization?

Q.3 How effectively do you plan, deliver, and adapt organization changes in response to evolving business needs?

Q.4 How well do you understand and prepare for the impact of new technologies (such as AI and automation) on your organization?

Q.5 How confident are you in responding quickly to difficult questions from the CFO or executive leadership about organizational health, workforce numbers or structural risk?