Organisational Development
Organisational development for businesses that are outgrowing their structure
Structure, roles, leadership alignment and culture change — for organisations where growth has exposed the limits of how things are currently set up.
Visit Kriate ConsultantsIn short
Organisational development (OD) addresses the structural and cultural conditions that determine whether a growing organisation can perform at the next level. Kriate HR works on organisation design, role clarity, leadership alignment, competency frameworks and culture change. This work is delivered through Kriate Consultants — our parent organisation — for engagements that go beyond HR into broader organisational change.
Signs you need this
Growth has outpaced your structure — roles, decision rights and reporting lines no longer fit.
Your leadership team is not aligned on priorities, direction or how decisions get made.
The organisation depends too heavily on the founder or a small group of senior leaders.
A merger, acquisition or restructuring has left the organisation unclear about how it should operate.
Culture is described as a problem — but no one has defined what needs to change or how.
What we work on
- Organisation design and restructuring
- Role analysis, job evaluation and grading
- Competency mapping and competency dictionaries
- Leadership team alignment and 360° feedback
- Succession planning and leadership bench development
- Culture assessment and culture change programmes
- Assessment and development centres
How an engagement runs
Diagnostic
2–4 weeksWe assess the current state — structure, roles, leadership dynamics, culture — through interviews, data review and observation. We identify the specific constraints on performance.
Design
3–6 weeksWe develop the intervention — a new structure, a competency framework, a leadership alignment programme — and work with you to build commitment before implementation begins.
Implementation
2–6 months depending on scopeWe implement the agreed changes alongside your leadership team. OD work requires sustained engagement — we stay through the change, not just the design.
Review
3–6 months post-implementationWe review whether the intended outcomes are holding. Where they are not, we identify what needs to be adjusted.
What changes for you
Structure and roles are clear — people know what they are accountable for and to whom.
Decision-making is faster because authority is clear and distributed appropriately.
The organisation is less dependent on the founder or a small group of senior leaders.
Leadership alignment improves — the team is working toward the same priorities.
Culture change is grounded in specific behaviours, not slogans.
Who this is for
Founders and promoters whose organisations have outgrown their current structure. MDs and CEOs managing a restructuring, a merger or a significant change in direction. Leadership teams where alignment is weak and decision-making is slow. Organisations where culture is described as a problem but the diagnosis has not been done.
Client example
Automotive components
A 500-person automotive components manufacturer had grown through acquisition. Three business units were operating independently with different structures, grading systems and performance processes. Integration had stalled.
Kriate HR conducted a role analysis across all three units, designed a unified grading structure and competency framework, and facilitated a leadership alignment programme with the combined leadership team.
A unified structure was in place within six months.
Common questions
What is organisational development?+
Organisational development (OD) is the practice of improving an organisation's effectiveness by addressing its structure, processes, culture and leadership. It goes beyond HR administration to the conditions that determine whether the organisation can perform at the next level.
How is OD different from HR advisory?+
HR advisory addresses specific people decisions — a policy, a role, a compensation review. OD addresses systemic conditions — structure, culture, leadership alignment — that affect the whole organisation. The two often work together.
What is competency mapping?+
Competency mapping identifies the knowledge, skills and behaviours required for effective performance in each role or role family. A competency dictionary defines these in observable, assessable terms. It is the foundation for recruitment, performance management, learning and succession planning.
What is job evaluation?+
Job evaluation is a systematic process for assessing the relative size and complexity of roles within an organisation. It produces a grading structure that supports consistent compensation, clear career paths and equitable treatment.
How long does an OD engagement take?+
A focused intervention — a restructuring, a competency framework — typically takes 3–4 months. A broader culture change or leadership alignment programme runs over 6–12 months. OD work requires sustained engagement to hold.
Is this delivered by Kriate HR or Kriate Consultants?+
Broader OD engagements — organisation design, culture change, leadership alignment — are delivered through Kriate Consultants, our parent organisation. Jacob Raj Rajendran leads this work. Visit Kriate Consultants to discuss an OD engagement.
Discuss your organisational development priorities
Tell us what is not working in your current structure or culture. We will arrange a conversation with a senior consultant within one business day.
Visit Kriate Consultants