Organizational Diagnosis
“Optimize your company’s performance with our expertise”
OUR EXPERTISE
Tailored Organizational Diagnosis
- Conducting a diagnosis adapted to your sector of activity and your organization, with an in-depth analysis of your practices.
- Proposing a personalized methodology, both strategic and operational, involving all stakeholders.
Roadmap and Support
- Development of a structured & detailed action plan, with key steps and monitoring indicators.
- Implementation of strategic recommendations to optimize your organization and support change.
Concrete Results for Sustainable Improvement
- Optimization of your processes to reduce costs and improve efficiency.
- Creation of a positive and collaborative work environment, strengthening your teams’ motivation.
- Alignment of your HR actions with your long-term objectives for sustainable growth.
- Improvement of your talent management and skills development.
- Adoption of innovative practices to anticipate developments, stand out, and better meet your clients’ expectations.
Does this resonate with you ? Let’s discuss it !
OUR REFERENCES
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FAQ
Organizational diagnosis
What is an organizational diagnosis in a company?
An organizational diagnosis involves analyzing a company’s internal workings (structure, processes, communication, management, etc.) to identify strengths, obstacles, and areas for improvement. It helps to better understand how the organization can become more efficient and coherent.
Why conduct an organizational diagnosis?
The organizational diagnosis helps to clarify responsibilities, streamline communication, and adapt the organization to strategic objectives. It is particularly useful during periods of growth, reorganization, or change in leadership.
Who can conduct an organizational diagnosis?
It can be conducted by a leader, an HR department, an external consultant, or a specialized organization. In some cases, it may be supported by public support programs (e.g., HR diagnoses funded by OPCOs). These support programs are primarily aimed at VSEs-SMEs, which often lack an internal HR department.
View the list of OPCOs on https://travail-emploi.gouv.fr/les-operateurs-de-competences-opco
What is the difference between an HR diagnosis and an organizational diagnosis?
The HR diagnosis focuses on human resources management practices (recruitment, training, interviews, etc.), while the organizational diagnosis is concerned with the overall operations of the company (processes, internal communication, service coordination).
How long does an organizational diagnosis last?
Its duration depends on the size of the company and the scope of the analysis. For an SME, it can last from a few days to several months.
What are the expected results for a company following an organizational diagnosis?
The organizational diagnosis can be carried out to achieve several objectives, and its results may vary according to your needs and expectations. Here are concrete results following a diagnosis: optimize your processes, align your HR actions with your strategic objectives, improve employee management.
He’s leading the way !
Pierre-Olivier CARLES – Head of Department
Immersed in the world of HR and training for several years, Pierre-Olivier constantly strives to bring a fair and innovative vision to his work.
Recruitment & integration, management, leadership support… nothing holds any secrets for him anymore.
A Need, a Question ?
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CHARLOTTE
DE FRAYSSINET
