One of the most frequently overlooked or ineffectively analyzed component of organizational change is the definition of the most appropriate roles that will be necessary to achieve transformation or optimization objectives.
Roles define an associated set of tasks or activities. Roles may be performed by many people; and one person can perform many roles. For example, an organization may have several resources that perform the role of Database Administrator, although traditionally each application group or business process team only has one Database Administrator at any one time; and a person who is able to perform the role of Database Administrator may also be able to perform the role of Database Architect or Database Designer.
Roles should not be confused with 'skills' nor 'job positions'. Skills can be leveraged in many roles and many job positions. Job positions can perform many roles. Individual resources are usually assigned a single job position and a job position is usually what appears on an organization chart or directory.
Bottom line: The Control Origins relational modeling framework supports Role Analysis Models that allow for multi-dimensional relationships to be defined between roles, positions and skills. In addition, the Roles Analysis Models allow for the mapping of best practices and current state or 'as is' process activities to those roles.
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