Case Study: Transformative HR and Organizational Strategy in an Established IT Consulting Firm

Company Profile

The client, a prominent IT Consulting firm with over a decade in the industry, employs around 40 skilled professionals. Historically, the company operated with a streamlined structure, focusing primarily on two main departments: Sales and IT Operations.

Challenges Faced

The firm encountered several critical challenges that hindered its growth and operational efficiency:

Limited Business Expansion

In 2021, the company only managed to secure six new clients, reflecting subdued business growth.

Lack of Dedicated Support Functions

The absence of specialized departments such as Finance, HR, and Marketing led to a scenario where employees had to manage diverse tasks independently, affecting efficiency.

Interlinked Job Roles

A significant number of employees reported to more than one supervisor, creating complexity and confusion in reporting structures.

Skill Gaps in the Workforce

The existing team lacked the requisite skills for larger, more complex projects, limiting the company’s capability to scale.

Heads of Department Burnout

The burden of multiple roles on HODs led to burnout, high turnover rates, and recruitment challenges due to non competitive salaries.

Solutions Implemented

To address these challenges, the company undertook a series of strategic initiatives:

Organizational Restructuring

A complete overhaul of the organizational design was implemented to enhance career growth opportunities and team management.

Establishment of a Business Development Team

A complete overhaul of the organizational design was implemented to enhance career growth opportunities and team management.

Skills Bank Development

A complete overhaul of the organizational design was implemented to enhance career growth opportunities and team management.

Job Description Refinement

A complete overhaul of the organizational design was implemented to enhance career growth opportunities and team management.

Process Revamp

The Performance Appraisal, Training & Development, and Compensation processes were revamped to better manage employee performance and satisfaction.

Implementation and Execution

The strategic solutions were put into action through:

Employee Role Reassignment

A complete overhaul of the organizational design was implemented to enhance career growth opportunities and team management.

Collaborative Discussions

The CEO and HODs engaged in direct discussions with each employee to realign them with the company’s renewed objectives and their new roles.

Talent Management Framework

A new framework was introduced to identify, manage, and retain talent, in alignment with the company’s strategic goals.

Outcomes and Benefits

The implementation of these strategies has positioned the company for:

Substantial Growth

The firm is now primed to achieve significant growth in the coming years.

Delegation to Middle Managers

This strategy has allowed HODs to focus on broader, more strategic departmental objectives.

Skill Enhancement

Through robust Training & Development programs, employees are being equipped with the skills needed for future challenges.

Career Progression Opportunities

The clear definition of job roles and career paths has led to increased employee satisfaction.

Market-Competitive Compensation

The company has restructured its salary and benefits packages to be more competitive in the market.

In summary, this case study exemplifies how strategic HR and organizational restructuring can effectively address growth stagnation and operational inefficiencies in an established IT consulting firm. Through these comprehensive changes, the company has not only streamlined its operations but also laid a strong foundation for sustained growth and employee satisfaction.

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