Organization

The term “organization” casts a wide net. Key topics include headquarters organization, HR management, change management and shared services. Our experts help in addressing any and all of these issues. For example, to what extent does decentralizing affect headquarters functions and managing structures? Our experts know how to design headquarters, analyze the management situation and shape the right management concept. HR management plays an important role as central functions are reorganized. We take a closer look at your HR department and improve the efficiency of your HR management.

When fundamental organizational changes are introduced, not all initiatives to get employees on board prove successful. Change management initiatives often lack a clear goal, fail to consider the complexity of the change process and do not succeed in mobilizing the entire company. IMG helps identify fields where action is required and then implement the appropriate solutions.

Another trend in corporate organization is streamlining processes to add value to the company. As a result, a shared services environment evolves. Implementing shared services centers raises many issues. We support you with our experience and know-how in prioritizing, defining and extracting value from administrative services.
“Structure follows strategy” is a popular catchphrase at organizations. The structure of an organization must support the objectives that the organization sets for itself, but in many cases it seems to be the other way round.

A changed strategy often requires adjustments to the structure and governance of the organization. For this reason it is important not only to hold the strategy up to the light frequently, but also to regularly pose the question of whether the current structure and governance are still the most effective.
Move and engage people
Based on our broad practical experience, IMG adheres to a few general starting points for organizational development. In our view there is no such thing as an ideal organizational structure, for instance, and there is not just one suitable structure per organization.

A structure and steering model are always temporary and are a means, not an end, and the people who work within the structure are the most important aspect. In addition, change to structure must follow the strategy and always be externally driven.

These starting points form the guiding principle in IMG’s approach, which is also characterized by thorough conceptual models, a hands-on mentality on the part of our consultants, and finally ‘co-creation.’ This last point means that we work extremely closely with clients in any process of organizational change, because as we said, change to structure starts with the people who work in it.

A changed strategy often requires adjustments to the structure and governance of the organization. For this reason it is important not only to hold the strategy up to the light frequently, but also to regularly pose the question of whether the current structure and governance are still the most effective.

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