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Organisational development

 

The organisation and the people working in it are the supportive pillars of the company. Many individual factors are connected within the organisation and these are aligned with the optimum realisation of the planned targeted.

Organisation as such is not an end in itself, but is instead an instrument of company planning and management.

Within the scope of organisation, oezpa works on the fields of new direction, diagnostics, reorganisation, integration (mergers), quality improvement and increased efficiency. In these fields, we advise you on methods, procedures and implementation.

 

Nach obenWeiterOrganisational diagnostics

We use our methods and instruments to support you in determining the status of your organisation over a short period of time. In order to do so, we utilise interviews, questionnaires and workshops. We present the results in the form of a feedback instrument, e.g. an "analysis mirror" from which it is possible to derive the status of your organisation, the action and problem fields and ideas for improvement.

We are happy to work with you to formulate the appropriate methods.

 

Nach obenWeiterLearning organisation

We assist your organisation and the organisational culture to develop in the direction of a learning organisation.

For us, a learning organisation is distinguished by its personnel and management reflecting constantly and mutually on their organisation, their self-perception, their actions and the results these achieve. This leads to the development of ideas and approaches for improvement which are executed in the structures, processes, methods and measures.

The aim of a learning organisation is constant organisational development. This allows the company to expand on its skills constantly, to configure its own future constructively and to change in accordance with market conditions.

 

Nach obenWeiterChange management

The constant improvement of the organisation is more effective than the majority of speculative reorganisation projects. oezpa supports you in the preparation, planning, conception and implementation of organisational change processes. In this respect we utilise our many years of experience as responsible managers and organisational consultants, as well as the wealth of change management processes successfully supported by ourselves in the past.

We accompany the change and development of your organisation in five phases:

  1. Organisational analysis,
  2. Designing new structures,
  3. Planning and organisation,
  4. Implementing the new structures and 
  5. Consolidation.

During the change process, we employ a mix of traditional organisational activities and organisational development measures, tools and specialist knowledge. We align this with customer-specific interests and requirements. We pay particular attention to involving the respective managers and personnel at an early stage. We generate dialogue with representatives of operational interests. We support individuals, teams and the entire company, thus guaranteeing successful facilitation of the change results.

Typical questions in change management: 

 

Nach obenWeiterRevitalisation

oezpa supports you in revitalising the creative methods within your organisation, and in recognising and releasing new energies.

We support you in realigning and professionalising your organisation in line with your organisational targets and strategies.

Within the scope an organisational revitalisation project, we support you in ensuring the appropriate involvement of your personnel, enabling them to bring their ideas to the table.

 

Nach obenWeiterReorganisation

Within the framework of your reorganisation project, we support you in changing your company organisation and in particular its structural organisation.

In contrast, the focus of business process reengineering lies on the reconfiguration of process organisation.

Structural and process organisation are closely linked with one another and must be mutually considered during this activity.

Typical occasions necessitating reorganisation include: After mergers, company acquisitions, restructuring, partial closures, outsourcing, the introduction of a new management organisation, streamlining organisations ("Lean Organisation").

During reorganisation processes, we work with you on the analysis of tasks, functions, processes, rolls, responsibilities and the decision-making skills of the individual organisational units and positions, and redefine these.

Reorganisation projects are organisational development projects (OD projects). In contrast to long-term OD processes, reorganisation usually has a short-term orientation. 

 

Nach obenWeiterMergers

Mergers are the most difficult processes facing management and consultants. Conventional knowledge of change management and classic organisational consultancy are insufficient tools with which to bring two different companies or parts of two companies together without encountering problems.

Despite comprehensive experience with integration processes, it is generally known that well over half of all mergers remain destined for failure. However, mergers are still the strategic approach for many companies in the coming years.

Since 1992, oezpa GmbH has developed specialist skills in the field of mergers, with experience of over 20 large-scale merger and integration projects. oezpa's intercultural background helps it to provide very balanced consultancy and to support integration processes with the maximum degree of sensitivity.

 

Nach obenWeiterIncreased efficiency 

Increased productivity is an unavoidable component if a company is to sustain value enhancement.  
Sustained value enhancement requires not only improving results (i.e.: quality, sales, profits, etc.) but also reducing inputs (resources, costs, throughput times, loss-makers, etc.).

We support you with your increased efficiency projects and measures by applying our specialist increased efficiency methods, experience and execution skills.

A particular oezpa method is the globally proven "Ratio Open Space Conference", refined by ourselves for enhanced effectiveness. We employ special methods in this large group event, which runs for three days, to uncover increased efficiency potentials and generate ideas in the respective organisation.

 

Nach obenWeiterRestructuring

The aim of restructuring processes is to return to a position of constant profit and growth. 
Based on our many years of experience in company restructuring, reorganisation and downsizing processes, we offer the following consultancy and implementation services:

Nach obenConsultancy to family companies

Family companies are confronted with the same challenges as all other companies. However, in addition to these challenges, family companies are also confronted with the target conflicts that arise from the connection between the family and the company. This connection and the interdependencies in existence here do however bring with them extensive opportunities, which are worthy of exploitation.