Overview: Organizational Design and Development are critical aspects of maintaining competitiveness and agility in today's dynamic business environment. This training program aims to equip participants with the knowledge and tools necessary
to understand, implement, and adapt organizational structures effectively. Participants will learn about various design models, change management strategies, and best practices to foster innovation, collaboration, and sustainable growth.
Training Objectives:
- Understand the fundamentals of organizational design and its impact on performance.
- Learn about different organizational structures and their suitability for various contexts.
- Gain insights into change management principles and strategies for successful implementation.
- Explore methods for evaluating organizational effectiveness and driving continuous improvement.
- Develop practical skills to lead and support organizational design initiatives within their teams or departments.
Outline
Training Outline:
1. Organizational Development (OD) Basics:
Understand the fundamental theories and principles of OD.
Explore contrasting OD cycles.
Learn about entry, contracting, co-assessing, co-intervening, and exit consulting.
Develop communication skills for effective OD implementation.
2. Organizational Design (OD):
Master the five-phase OD process:
Analysis: Understand the current state of the organization.
Design: Create an efficient and effective organizational structure.
Development: Implement changes based on data insights.
Implementation: Execute OD interventions.
Evaluation: Assess the impact of changes.
Dive into different OD theories.
3. Introduction to Organizational Design:
Understand the importance of organizational design.
Explore how structure impacts efficiency, communication, and performance.
Learn about different organizational design models.
4. Analyzing Organizational Needs:
Conduct a thorough analysis of the current organizational structure.
Identify pain points, bottlenecks, and areas for improvement.
Gather data on employee roles, responsibilities, and workflows.
5. Designing the Organizational Structure:
Explore various structural options (e.g., functional, divisional, matrix).
Consider factors such as span of control, hierarchy, and reporting relationships.
Create an optimal organizational chart.
