Roles & Responsibilities - the division of labour

Nine questions to find the Gap.

Can you (or your delegate) answer most questions/statements with a strong 'yes'?

  1. Do we have a governance document at the corporate level that clearly defines the roles and responsibilities of each part of our organization? 

  2. Does our human resources organization maintain an up-to-date RACI (Responsible, Accountable, Consulted, Informed) chart for each department on an annual basis? 

  3. Do we operate based on the guidelines outlined in the governance document and RACI chart? 

  4. Do we have clear job profiles for each department and organization? 

  5. Do we have competency profiles for each department and organization, from the head of the organization to individual contributors? 

  6. Do we assess personnel against the competency profiles before offering new job positions? 

  7. Do we require external certifications as qualifications for hiring (e.g. Quality, accounting, supply chain, sales, legal)? 

  8. In the case of new acquisitions: do we ensure that our roles and responsibility structure is implemented within the first 18 months of the acquisition? 

  9. Are our job profiles linked to career models that consider cross-functional and geographical criteria to foster diverse and well-rounded leadership?

If you answered ‘yes’ to most questions, great!

You have your division of labour under control.

If you answered ‘no’ or are unsure about it, you most likely have an excellent opportunity to improve your margins and customer experience.

Feel free to get in contact for an exploratory dialogue with helmig advisory AG to assess the art of the possible.

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