The organizational diagnosis should not be used just for the introduction of the improvement in the organizational architecture. The HR Business Partner has to use the outcomes from the organizational diagnosis to further enhance the co-operation and the relationship with the internal client.
The HR Business Partner has to lead serious initiatives to propose and design new approaches and new organizational processes. The results of the discussions and approaches should be the proposal for the changes of the corporate culture, in the area of setting new skill sets needed for the new job and new challenges, desired results and management approaches.
The HR Business Partner has to use the organizational diagnosis as the source for the improvement of the job done by Human Resources. The HR Business Partner has to use the organizational diagnosis as the source of the advices for the internal client and as the source of the improvement, which can play significant role in the strategy implementation.