Client Situation
The client is a part of a government body, running as an independent unit for more than three decades. The client was concerned with providing maintenance and mechanical services for vehicles owned by the government. The government was keen to conduct a diagnostic test and design a new organizational structure for its unit.
Cedar’s Approach
Cedar took the following steps to help the client meet the required objectives:
- Internal Assessment: Cedar collected & reviewed internal strategic plans and other in-house data. Interviews with senior management were conducted to develop an initial understanding. The Cedar in-house database was also employed
- External Assessment: Published data on auto repair workshops operating on a similar model, was collected & reviewed to aid in developing a further understanding of the client functioning & formulating feasible solutions tailor-made for the client
- Analysis & Recommendations: The collected inputs were reviewed and analyzed, based on which Cedar designed a new organization structure, defining the grading and titling system, and documenting the job descriptions coupled with the individual performance measures
- Final Presentation: A presentation was made to the entire senior management team to aid in consensus building & formulate a uniform plan of action
Outcome
- A business evolution model was chalked out for the client to enable an end-to-end strategy plan for the initial set up, the present and future
- This was done to understand how the complexity of operations will increase in proportion to the increase in the breadth of services offered by the client
- A reformed organization architecture was recommended with a dedicated department to focus on supply chain inefficiencies and focused teams for different vehicle types
- A more streamlined & efficient organizational structure was recommended for the HR & Finance department of the client
- Job Descriptions & IPMs were rolled out for the HR and Administration departments of the client
- Finally, Cedar recommended the next steps, involving determining organization structures, initiating person fitments, identifying vacancies, and creating recruitment plans, among a few others