Is this the Right Course for You?
- The aim of this training course is to provide an understanding of the overall best-practice practical Organisational Design and Structural Analysis techniques that would help an organisation conduct an analytical “right-size and right-shape” project.
- This training course will focus on the key principles of practical organization design and the relationship of Organisational Design with Manpower-Planning and explore some common manpower metrics and analytics.
- The course will also focus on the importance of job grade and organisational level for each position in order to enable gap analysis and span analysis as part of overall structural analysis.
- This course will also provide best practices on Organisational Design for the HR department to make sure you get your HR department right in terms of size, structure, and strategy.
- This training course is NOT a “strategic” course on high-level Organisation Design, but instead this training course is a “pragmatic” course that follows on where strategic design finishes and looks at the more practical structural design issues.
- This training course does NOT cover the typical soft-skills associated with organisational design such as change-management and managerial buy-in, but instead this training course looks at the quantitative analytical skills of OD&SA.
There are no pre-requirements, and this course is suitable for participants who classify themselves at either “elementary” or “intermediate” or “advanced” levels.
Who Should Attend?
This course is suitable for everyone who requires an appreciation or an in-depth knowledge of practical organisation design issues and structural analysis techniques, including all employees in all areas of Human Resources at all levels of VPs/Directors/Managers/Specialists/Analysts/Generalists, and this course is designed for following participants:
- All managers and professionals and specialist who work in any area of HR.
- All specialists in HR who work in Organisation Design and Organisation Effectiveness.
- All specialists in HR who work in Compensation and Rewards and/or Performance Management.
- All HR Business Partners (HRBPs) who get involved in Org-Design and Structural Analysis.
- All managers from any functional area that need to know about Structural Analysis.
Session 1a: Introduction
- What is Organisation Design and What is Structural Analysis?
- What are the latest global trends in Organisational Design and Structural Analysis?
- The traditional OD phases of “Assess, Design, Construct, Implement”.
- The Golden Triangle of Managing Remuneration and Motivating Employees
- The Role of Organisation Design and Impact on Job Evaluation, Grades, and Pay
Session 1b: Understanding Jobs
- The Importance of Understanding Jobs as part of OD&SA.
- What is Job Analysis and why are Job Descriptions important?
- Formats of “Job Description”, “Accountability Statement”, and “Job Profile”
- What are the Critical Sections of Job Descriptions?
Session 2: Relationship of Organisational Design with Grading and Levels
- Relationship of Organisational Design with Grade Structures and Manpower-Planning
- Relationship of Structural Analysis with Job Evaluation and Grades and Remuneration
- Summary of Critical Job Evaluation Factors that are Linked to Structural Analysis
- What are Grades, Bands, Levels, Categories?
- How Many Grades Should Your Company Have?
- Understanding Grade Descriptors and Examples of Best-Practice
- Crucial Agile Concept of Job Grade and Person Grade
- Next Generation Approach for “Agile Organisation and Agile Grades”
Session 3: The Key Principles of OD (Organisation Design)
- Organisation Design is about Reporting Relationships, Spans of Control, Depth of Management
- Span of Control
- Profiles and Balance
- Depth of Control
- Organisational Shapes
- Engagement and Empowerment
Session 4: The Key Principles of SA (Structural Analysis)
- Structural Analysis is about Number of Levels, Grade Structure, Career Progression
- Vertical Gaps
- Management Gaps
- Career Ladders and Promotions and Progression
- Manpower Ratios
- Job Descriptions and Job Profiles and Using Profiles for Career Progression
- Career Progression and Y-Curve Pathways
Session 5: Organisation Design for the HR Department
- OD for the HR Department: Getting Your HR Department Right (Size, Structure, Strategy)
- How Big Should HR Be and What is the 2.0% rule?
- What are the High-Level Manpower Metrics of HR and Other Major Departments?
- What are the Key Strategic Goals of HR?
- What are the Main Structural Pillars of HR and What should the HR Org-Chart Look Like?
- What are the CoEs (Centre of Excellence), Activities, Services and Partnerships
- COEs (Centres of Excellence) and How Big Should They Be?
- Talent Acquisition and Recruitment
- Talent Management and L&D (Training)
- Talent Motivation and Remuneration (C&B)
- Where does Manpower Planning fit?
- Where does Organisation Design (OD) fit?
- Where does Jobs Management (JE and Grades) fit?
- Where does Performance Management (PM&PA) fit?
- Where does HR Policies and Procedures (P&Ps) fit?
- Where does Payroll and HR Information Services (HRIS) fit?
- What are the Operational and Service areas of HR and How Big Should They Be:
- HR Business Partnerships (HRBPs)
- Employee Relations (ER)
- Employee Welfare and Support (EWS)
- What Other Services Might HR Be Responsible For:
- Company-Provided Housing and Maintenance
- Medical Clinic
- Visa Services and Immigration and PROs
- Central Admin Services
- How Should HR Deliver The HR Services:
- The Role of the HRBPs
- Who Communicates with Line Managers?
- Who communicates with Employees?
Session 6: Closing Summary
- Summary: Building a “Checklist” Tool
- Summary: Building “Organisation Review Guidelines” to Help the HR Business Partners
- Detailed Q&A Session and Practical Discussions to Address Issues Faced by Delegates