People and change 

KPMG experts provide a wide range of services concerning organizational structure optimization, human resource management and change management for different types of companies.


Alexandra Ivanova

Alexandra Ivanova

Partner, Management Consulting

+7 495 937 44 77

KPMG’s organizational structure optimization team assists companies in solving tactical and strategic issues. This group of services includes:


Organizational structure diagnostics:

  • Use of KPMG internal methodology, “7 tests for organizational structures”.
  • Comparative analysis of the organizational structure against Russian and Western companies. This includes comparison of the number of functional blocks, the number of managerial levels, and the classification and accountability of the base units (сomparative analysis is carried out using KPMG’s internal database).


Development of a corporate center model:

  • Determination of the corporate center’s role in value creation.
  • Classification of the corporate center’s functions (KMPG has developed a methodology classifying corporate center processes into 4 groups: Obligatory, Control and analysis, Appreciation, and Facilitation).
  • Development of corporate center target structure and processes.
  • Development of a corporate center performance evaluation technique.


Design of the organizational structure

  • Development of the organizational structure, particularly the structure of functional groups (sections, divisions, departments), collective groups (committees, commission, councils) and project groups (working groups, project offices) .

Development of a RACI matrix.


KPMG’s human resource management team helps companies to master such tactical and strategic issues as:


Development of a compensation system:

  • Determination of the optimum compensation system (fixed, variable and social components).
  • Development of bonus maps taking account of the company’s strategic goals and the powers of division heads
  • Development of long-term incentives (including stock-based incentives).
  • identification of the personnel reserve and job ladder modeling
  • Development of a staffing model in a group of companies, allowing the optimum staffing in company divisions to be determined and monitored.
  • Assessment of planning quality (for incentive systems, based on comparison of target and actual figures).


Development of the administrative capacity model.


Assessment of top management (in order to place managers in the target structure) and elaboration of individual training and development plans.


HR process optimization.


KPMG’s change management team helps companies manage change processes as an integral element of multipurpose projects on management system transformation, integration, and the creation of common service centers, plus other projects that entail major changes in company business processes. These services include:


Corporate culture assessment:

  • This aims to determine and avert change risks and barriers arising from employees’ values and beliefs, and their attitude to work and to the company.


Change implementation:

  • Assessment of readiness for changes.
  • Development and tracking of change programs.
  • KPMG has developed a Change Management Model enabling change management at different project stages. This includes the following tools: (1) Change policy design, (2) Risk analysis and risk minimization planning, (3) Formulation of measures for involving staff in change processes, (4) Planning measures to help retain key employees, (5) Efficient resource planning, (6) Assessment of benefits from change implementation, etc.


Communications management:

  • Communications performance analysis.
  • Communications policy design and communications planning.


Communications management ensures that staff are informed of intermediate results, and current and planned changes. It also supports the interaction of project participants and efficient information exchange.