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Certified Organization Design Professional

Course Overview

Unleash your team’s full potential. Our course is designed to answer a fundamental question: “What is the best way to organize and empower professionals to focus on achieving a shared objective?” Dive into a transformative experience that empowers participants to elevate the efficiency and effectiveness of their organizational structure, aligning with strategic goals, navigating environmental complexities, and ensuring workforce readiness for peak performance.

What You’ll Gain:

  • Learn essential terms, concepts, and actionable steps to confidently lead and engage in impactful organizational change.
  • Explore organization structure and the broader spectrum of organization design.
  • Identify indicators signaling issues within your organizational structure.
  • Understand various standard forms of organization structures.
  • Outline effective strategies for implementing change in your organization’s structure.
  • Define success criteria for organizational structure change initiatives.

Immerse yourself in a management seminar on the foundations of organization design, gaining insights from top-performing companies and applying their proven strategies.

But that’s not all! Recognizing that organizational design is a collective responsibility, our course emphases on empowering HR professionals to lead the change. Gain access to a comprehensive toolkit that guides HR staff through a systematic process, from insightful reflection and brainstorming charts to design templates. The toolkit concludes with working session agendas and a facilitation guide.

In essence, the course caters to the functional needs of participants, emphasizing their capacity to implement learned strategies.

Who Should Attend

  • The course is designed for Human Resources professional
  • HR business partners
  • HR planning staffs that are directly involved in planning or overseeing the processes of organization design.

Course Objectives

At the end of this 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.

Course Content

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: 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.

Table of Contents

Course Code DU0103 Category
Location: Dubai, UAE
Duration: 5 Days
Language: English
Cost: 15,770 SAR
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