Why Attend
The course answers one simple question; “What is the best way to help organize and assist a group of professionals focus on achieving a collective objective?” hence the course aims at enabling its participants to maximize the efficiency and effectiveness of their organizational structure in compliance with strategic objectives, environmental complexity, and workforce availability and readiness to perform.
Moreover, organizational design is perceived and should be a collective responsibility whereby Human Resources professionals would facilitate and guide the process. Taking this into consideration, the course will provide a toolkit that would enable HR staff to facilitate and guide the process in a systematic manner. The tool kit includes all needed resources; from reflection/brainstorming charts that are used at the analysis stage to design templates and ending up with working sessions’ agendas and facilitation guide. In other words, the course considers and favors the functional needs of its participants and considers their ability to implement.
Course Methodology
The course briefly reflects on the history and evolution of organizational design. It then dives into a functional operational approach to design or redesign the organizational structure of organizations. Moreover, the course includes skill building sessions on how to redefine jobs and eventually revaluate those as affected by any design initiatives. An innovative toolkit approach will be adopted enabling participants to immediately implement what they have learned.
Course Objectives
By the end of the course, participants will be able to:
Differentiate between common organizational structure archetypes and realize the impact of each on individual and organizational performance
Analyze organizational design elements to include but not limited to strategic goals, scope of operation, governance, competence and span of control.
Co-design or redesign organizational structure using a comprehensive toolkit.
Improve organizational readiness level to change through the identification enablers such incentive schemes or operating mechanism.
Apply workforce planning methods to define workforce gaps on departmental and organizational levels.
Learn about and acquire HR skills needed for an organizational design professional such as job evaluation and job description writing.
Target Audience
The course is designed for Human Resources professional, HR business partners and HR planning staff that are directly involved in planning or overseeing the processes of organization design.
Target Competencies
Organizational Design
Workforce Planning
Job Evaluation
Job Description Writing
Compensation and Benefits
Learning and Development
Course Outline
The evolution of organizational design models
Definition and objectives of organizational design
Evolution of organizational design models and the characteristics of each
Leavitt Diamond Model (technology, task, people and structure).
Galbraith Star Model (strategy, structure, processes, rewards and people).
McKinsey 7S model (strategy, structure, systems, staff, skills, styles and shared values).
Burke-Litwin model (McKinsey 7S model factors in addition to external environment, performance and feedback).
Organizational archetypes
Common types of structures and the implications of each on organizational effectiveness
Functional
Geographical
Customer or Market
Product
Process
Matrix
Network
Structured network
Frameworks to help you position your organization and determine essential factors such as positions overlap and span of control.
Environmental complexity and stability framework.
The work standardization framework: work variety vs internal ability.
Classification of operating mechanism.
Functional tool kit for design and redesign of optimal organizational structures
Who to involve and what is the role of HR roles and responsibilities?
Elements to analyze and consider:
Goals - linking structure to strategy.
Limits – scoping (geography, function, business unit…etc.) and focusing organizational design work.
Activities - defining key activities to deliver strategy and decision requirements.
Units - separating functions into units to drive focus and specialization.
Links - coordinating and collaborating across units to avoid silos and foster cooperation.
Shape - defining spans and hierarchy layers.
A comprehensive toolkit and associated tools needed to plan for and design your organizational structure.
A radar chart to indicate change initiatives required for the success of new design.
Radar elements
Enablers such as incentives, rewards and governance
Operating mechanism
New structure description such as roles, competencies and sourcing routes
Cultural norms and behaviors to be influenced.
Work force planning
Defining workforce planning
Forecasting employee needs
Static approach
Dynamic approach
Keys to successful workforce planning
The strategic staffing processes
Demand analysis
Trend analysis
Ratio analysis
Zero manning methodology
Capturing and tabulating information
Essential skills to master as an organizational design and workforce planning professional
Job evaluation: the Meirc job evaluation system uses and implications
Job description writing for new or amended roles in compliance with job evaluation system factor requirements.
Salary structure and incentive schemes.
Improving staff readiness levels through learning and development.
INFORMATECH is the region’s leading provider of in-house custom-designed courses. We have been tailoring in-house solutions for our clients aimed at helping them achieve short term training wins or long term strategic requirements. In addition to being significantly cost effective, these courses are constantly in demand because they:
If you did not find the appropriate date or venue suitable for you, or you would like to join the course online, you can request a custom course from the link below.
We offer group and corporate discounts on many courses. These discounts are available for clients who want to maximize their return on investment.
We offer individual discounts on many courses for people who are self-sponsored and make their payment in full and upfront at the time of registration.
Nominations to our public courses are to be processed by the client’s HR/Training department except for self-nominations which are to be paid in advance using the “payment by self” option on the online registration form. A refund will be issued back to the client in the event of course cancellation or seat unavailability. Registration confirmation is subject to INFORMATECH's review of registration request and seat availability.
Clients are responsible for any type of tax levied in their country.
If you are interested in having a course custom-designed for your organization, please submit a request using the link below. Once we receive your duly completed request, one of our business development professionals or consultants will get in touch with you to understand your requirements with more detail and answer any relevant questions you may have. After all pertinent information has been exchanged, we will work on the custom-designed request and send you the proposal you require and work with you to identify the ideal period and place for delivering the custom-designed solution.