Organization Modeling

F E Anigbogu

Organizational Model depicts the structure the company would use to achieve its objectives and strategies
of managing the USPF mandate successfully. In addition it highlights graphically the steps, functions,
reporting lines and responsibilities that ensure adequate implementation of change management inherent
in corporate governance and articulated orientations of the staff through distinct departments and
divisions.

The design of the model will ensure that that the strategic intent of management is succinctly captured in
terms of the functional business units, departments and committees, the staffing duties and
responsibilities, the competences, exposures and suitability as all these will ensure premium services. In
addition, the duties and responsibilities of the highest committee with overall oversight functions and the
necessary standing and other ad hoc committees will be clearly spelt out.

This will involve execution of working blueprint that details the processes, the governing protocols, the
resources needed to achieve that and the necessary working papers in terms of functional duties and
responsibilities of the entire staff. The objectives will be achieved through

o Clarifying current strategy/introduce new strategy

o Aligning strategic plans/improvement initiatives
o Aligning employee goals to institutional goals
o Communicating to and educate staff through flexible training modules
o Helping the organization weather business challenges
o Setting new targets in line with the dynamic operating systems and the principal’s
mandates

Business Operations Algorithms

This step involves designing the operational toolkits that defines the processes, operational activities, the
duty flows, the procedures, policies, reporting formats and segregation of duties and expectations of all
staff and parties of the organization in attainment of its corporate objectives.
The activities for these operations include:
 Defining the exact process formats and flows with respect to commencement and conclusion of
the mandate
 Defining the operating policies, procedures and processes that will guide operations and
administrations with emphasis on segmentation and achievement milestones.
 Formatting the forms and templates that will guide and standardize operations
 Develop competency profiles of all duties and responsibilities through examination of
experiences and exposures
 Develop feedback mechanisms to ascertain competency skills and initiate enhancements.
 Design reporting mechanism to ensure information provision on expeditious basis and adherence
to regulatory, principals and auditing guidelines, policies and deadlines.

The specific and individual activities as described above will be directed as shown below

Continuous Project Management

The objective is to coordinate all the segmented components of the strategies and operations in strict
adherence to the mandates and expectations of fund management. This involves executing performance
management matrix entrenched in corporate governance, quality and risk management as they apply in
total change management:
 Organization Level,
 Process Level And
 Job/People Level

The deliverables under the organizational level of the matrix are as follows:
 Co-location of the vision, the mission, the expectation and the general strategic and corporate
objectives of the funds.
 Proposed functional organization structure showing appropriate staffing levels and reporting
lines.
 Outlining the corporate performance measurement system that incorporates the corporate
scorecard which will form the basis for assessing the staff performance.

The deliverables under the process level will have:

 Flowcharting documentation of all core and support processes that will impact positively on the
general performance.
 Outlining the goals set for each functional key process

The deliverables under the job/people level will include:

 The job profile for the key positions indicating appropriate qualifications, experiences and
behavioral profiles
 The job description indicating the goals, targets and critical performance attributes of each job.
 Continuous staff training on the changing dynamics of expectations and fund management

Being of continuous nature, the cross functional matrix will be based on goals, structure, management and
inherent and existing culture. A Project Management office would be set within the precinct for effective
and continuous hands-on operational direction, monitoring and feedback loop mechanisms to the
management.

The project management will be compartmentalized under

 Administration
 Continuous assessment and application of the essential working toolkits
 Resource Management
 Adherence to anticipated process output
 Reporting and
 General logistics