Deloitte's Organizational Structure and Workforce

Below is the company organizational chart which depicts the global matrix structure implemented by the company to improve delivery of its operations.

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The supervisory board is mandated with the supervision of the activities and policies of the executive board. It is a separate entity from the executive board and comprises of members who are rich in knowledge, experience and with diversity in professions. The Supervisory board is further split into sections called sub-committee basing on the responsibility vested among each of the sub-committee. These sub-committees are listed below:

Audit Committee

Partner Matters Committee

Public Interest Committee

Remuneration Committee

Nomination and Selection Committee.

The executive board on the other hand is vested with the authority of overseeing the management of the company and overseeing the interests of the company. It is involved in making short and long-term decisions and strategies for the company. This is a very important part of the company since the decision-making and policy setting is a crucial role of each company's future. Headed by the chairman of the board, the board provides governance-related guidance and oversight on matters that affect the company strategically such as brand positioning and marketing, risk mitigation and development of talent as well as succession. Deloitte works council is mandated with overseeing the human resources welfare in the organization, it is concerned with compensation, recruitment, termination and compensation. The remuneration committee on the other hand is tasked with helping the executive board in coming up with a remuneration scheme and ensuring that remuneration is done in a fair and transparent way. The nomination committee on the other way helps the executive board in identifying and selecting the best strategies that the organization will implement and in addition the best remuneration schemes for various levels of the organization.

Despite the success stories behind the company, many challenges have manifested as well, these challenges range from operational to financial. One of the major challenges that have been a major one in the company is changes of regulations of doing business. This not only makes the business uncertain but also leaves the company at a loss and as always, any loss incurred due to errors such as uncertainty is hard to recover. To minimize this effect, the company has employed careful analysis into the future by making flexible goals that may change with the changes in regulations of doing business. In addition to this, the company has experienced strategists who have long years of experience in mitigating risk. In addition to this the company faces a lot of challenges in finding talented workforce to deliver the mandate of the company. To alleviate this, the company takes its recruitment process with utmost seriousness and invests heavily in growth and development of the employees once the company gets hold of them. Wellbeing of the employees is equally of a very high concern of the company. The company ensures that its employees are well-remunerated and motivated to boost their morale and productivity hence the success of the company.

Due to the diversity of operations at Deloitte, the job dimension has to be diverse as well. The services offered by the company which are professional in nature demands the utmost skills and diversity in order for the company to deliver quality services. To many people, the satisfaction of an employee may be perceived as pay. However, pay is not the only motivating factor that employee find a company fulfilling. Other factors within the environment highly contribute to the satisfaction of an employee. The company has taken serious steps to ensure that skills of the employees are improved by training the employees on a regular basis through refresher courses in their respective fields. As stated earlier, Deloitte takes high concentration on the workforce and nurturing them is its key concern, the organization has invested a lot of resources in making sure that its workforce is equipped with skills of handling day to day activities in the organization. Training for example is one of the key long-term investments to the organization; this not only equips the employee with knowledge to carry out daily operations but also builds the confidence and morale of the employee to tackle issues. To avoid poor turn around and absenteeism of the employees, the company has several strategies that boost the productivity. These include, rewarding hardworking employees, good remuneration package, provision of paid off days and vacation, autonomy is another factor that the company has taken a great focus on, this ensures that while the employee is answerable to his immediate boss, he has control over what he wishes to do. This has been a big move in giving employees a free space of operating without necessarily monitoring their actions which builds up the feeling to the employee that the company trusts him/her. As supported by Hemingway et al (2005), autonomy enables the employee to operate freely without waiting to be told what to do. This according to Hemmingway builds the company's success as well as personal growth of managing time. The company strongly believes in international job rotation where after two years of experience, an employee is eligible to work in another country in one of the company branches such as Australia, United Kingdom, and Brazil among other countries. This gives employees experience in several regions of the world and allows them to gain intimate knowledge of clients around the world. In addition to this, the company should exercise job empowerment; this involves removal of conditions that reduces the power of an employee in carrying out some tasks. The management should then remove some barriers that deny the employees the freedom of performing some tasks. To further improve job design, the company needs to focus on grouping of activities basing on several factors; an example is grouping together that require the same or similar knowledge and skills or possess the same related behaviors or pay characteristics. An example is grouping together all finance-related tasks such as budgeting, accounting, financial consulting and services and placing it under one department as illustrated by the figure below.

Finance department

Financial Services

Budget

Accounting

The above diagram depicts the merged jobs basing on the skills that the tasks being done require.

The company offers a nice compensation package to its employees. Apart from a competitive basic salary,...