Certified Organizational Design and Manpower Planning

Course overview

Course outline

1. 1Day 1: The evolution of organizational design models and more

   • 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).
2. 2Day 2: Common types of structures and the implications of each on organizational effectiveness and more

   • 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.
3. 3Day 3: 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.
4. 4Day 4: A radar chart to indicate change initiatives required for the success of new design and more

   • 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
5. 5Day 5: Demand analysis and more

   • 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: systems, 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.