DDAMAIR Approach for Organizational Alignment


DDAMAIR Approach

  • Vision, Mission, Goals, and Targets: Clearly defining the organization’s direction.
  • Business Plan: Outlining long-term and short-term strategies and plans.
  • Departmental Objectives: Aligning objectives with organizational goals.
  • Organization Structure: Establishing a structured hierarchy.
  • Roles and Responsibilities: Clearly defining roles for effective alignment.
  • Rule and Regulations: Ensuring compliance with organizational policies.
  • Business Plan and Annual Operative Plan: Macro-level documents covering major areas of operations.
  • Departmental Objective: Detailed planning for each department based on business and organizational goals.
  • Organization Structure: Recommending a function-based structure.
  • Processes and Sub-Processes: Defining roles and responsibilities based on processes.
  • Individual KRAs/KPIs: Setting Key Result Areas for accountability.
  • Prepare Existing Employee Profile: Analyzing individual and organizational gaps.
  • Skill Matrix of Supervisors and Workers: Identifying and developing skill sets.
  • Work Plan: Creating daily plans to balance routine work and improvement projects.
  • HR System and Sub-System: Establishing systems for Manpower Planning, Recruitment, Performance Appraisal, Training, and Development.
  • Perfect Alignment: Ensuring coherence between the business plan, departmental objectives, and KRAs.
  • Performance Measurement: Monitoring organizational, departmental, and individual performance on a weekly, monthly, and quarterly basis.
  • Dashboard and Analytics: Using data-driven insights for reviews.
  • Data Analysis: Identifying bottlenecks and suggesting corrective and preventive actions.
  • Root Cause Analysis: Digging deep into processes and people to understand challenges.
  • People Improvement: Focusing on improvement projects, training, skill development, coaching, and counseling.
  • Process Improvements: Implementing improvements based on organizational requirements.
  • Monetary and Non-Monetary Rewards: Designing a competitive compensation package and recognition system.