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| Date | Location | Language | Format | Price | |
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| Currently, this course is conducted only in an intracorporate format. | |||||
| Special Offer | |||||
In the evolving business landscape, understanding the principles of Organisation Design and Development is more crucial than ever. Businesses must be able to adapt and transform to meet changing demands, whether driven by shifts in market dynamics, technological advancements, or global disruptions. To navigate this complex terrain, you need a robust roadmap, and that's exactly what our Mastering Organisation Design and Development course provides.
This comprehensive training program delves into the key theories, models, and strategies that underpin effective organisation design and development. You will explore the core concepts of Organisation Design (OD) and Organisation Development (ODV), learning how to differentiate them from Change Management (CM). Moreover, you'll uncover the intersection of organisation design with business strategy and operating context, offering you a holistic view of your organisation.
Beyond theory, we'll introduce you to practical tools and methodologies, including the esteemed Nadler and Tushman Model, and techniques for horizon scanning. You'll explore the full cycle of organisation design: from initial diagnostics to planning, sequencing, implementing, and finally, to evaluating design outcomes.
You'll also grasp the dynamics of different organisational structures and understand how to make informed decisions about structural designs that best serve your business objectives. To ensure the success of your design, we cover crucial topics like stakeholder engagement, leadership's role in organisation design, and how to navigate the impact of organisational culture and group processes.
Measurements play a key role in design, and you'll learn how to choose appropriate measurement tools and principles to gauge the effectiveness of your organisation design. As a continuous process, we guide you on techniques to evolve and improve design performance consistently.
Our optional modules delve into related areas such as Organisation Design and Change Management, HR Planning and Recruitment, and Job Analysis, Description and Specification, allowing you to customize your learning journey to fit your specific needs.
This course will not just provide you with theoretical knowledge, but also practical skills that you can apply immediately in your organisation. Whether you're a leader managing organisational changes, an HR professional, a business strategist, or a change management professional, this course is tailored to equip you with the insights and techniques to navigate the complexities of organisation design and development effectively.
Enroll now in our Mastering Organisation Design and Development course and take the first step towards becoming a proficient navigator in the rapidly changing world of business.
• Leaders and managers who are responsible for planning and implementing organisational changes. This could include CEOs, managing directors, general managers, department heads, and team leaders.
• Human Resources professionals who are involved in organisational change initiatives, or who have a strategic role in their organisation. This includes HR managers, HR directors, HR business partners, HR consultants, and talent development specialists.
• Change management professionals who are responsible for managing and coordinating change initiatives. This includes change managers, change coordinators, project managers, and change consultants.
• Professionals who are responsible for business strategy and performance, including business analysts, strategy consultants, and performance managers.
• Consultants and advisors who provide strategic advice to organisations, including management consultants, business advisors, and strategy consultants.
• Learning and development professionals who are responsible for developing and implementing training programs, including L&D managers, training managers, and training coordinators.
• Specialists who are involved in the design and development of organisations, such as organisational development specialists, organisational psychologists, and workforce planning specialists.
• For the optional modules, anyone interested in developing a deeper understanding of Organisation Design and its intersection with Change Management, HR Planning and Recruitment, Job Analysis, Description and Specification, and other HR processes.
• Anyone interested in enhancing their knowledge and skills in the area of Organisation Design and Development can benefit from the course.
- Understand the fundamentals of Organisation Design (OD) and Organisation Development (ODV), and distinguish between OD, ODV, and Change Management (CM)
- Understand how organisation design links with business strategy and operating context
- Apply systems thinking to understand organisations as systems and apply models and approaches in organisation design
- Understand and apply the Nadler and Tushman Model and other relevant models for effective organisation design
- Understand and navigate different types of organisational structures and make informed decisions on structure design
- Plan and sequence an organisation design intervention effectively, including creating a compelling business case for change
- Select and apply appropriate measurement tools and principles to evaluate the effectiveness of organisation design
- Engage stakeholders effectively throughout the organisation design process, fostering trust, loyalty, and advocacy
- Understand the role of both formal and informal leadership in organisation design, and navigate common challenges such as territorial game playing
- Understand the impact of organisational culture and group processes on organisation design, and apply tools and strategies to manage these effectively
- Review and evaluate design outcomes, and apply techniques for continuous evolution and improvement of design performance
- (Optional) Understand the interplay between organisation design and change management, including theories of change and the Action Research Model
- (Optional) Apply strategic planning models to align business and HR planning, forecast employment needs, and implement HR plans effectively
- (Optional) Conduct job analysis, and create effective job descriptions and specifications
- (Optional) Understand how organisation development intersects with other HR processes such as career and succession planning, and compensation and benefits
- In sum, participants will be equipped with the knowledge, tools, and confidence to effectively design, implement, and evaluate organisation design interventions in their own organisations
- Introduction to Organisation Design (OD) and Organisation Development (ODV)
- Differentiating between OD, ODV, and Change Management (CM)
- Organisation Design and the business strategy and the operating context
- Role and key influences on OD
- Understanding Organisations as Systems
- Fundamentals of Systems Thinking
- Five rules of thumb for designing
- Introduction to models
- Overview of approaches
- Insight into designs
- Introduction to Nadler and Tushman Model
- Horizon Scanning in Organisation Design
- Useful tools: Electronic collaboration, The Learner/Judger Mindset Model
- Exploration of different types of structures
- Structure decisions, layers, and spans
- Useful tools: Structural evaluation, Structural flexibility
- High-level design plan and sequence
- The business case for change
- The organisation design programme
- The four phases of the design process
- Useful tools: checklist of steps in the strategic planning process, clarification of the role of the project board
- Choosing measurement tools
- Measurement principles
- Respect for people
- Respect for quality of output
- Useful tools: A FABRIC measure checklist
- Five steps of the stakeholder engagement process
- Factors indicating stakeholder engagement (Trust, Loyalty, Advocacy)
- Useful tools: workshops and focus groups
- Formal leadership in organisation design
- Informal leadership
- Working together (Territorial game playing, Poor management of agreement, etc.)
- Useful tools: Understanding your territorial drive, BATNA
- Organisational culture
- Group processes (Decision-making, Problem-solving, Managing conflict)
- Useful tools (Transferable skills cards, The prisoner’s dilemma)
- Closing and Reviewing Design Outcomes
- Techniques to Continuously Evolve and Improve Design Performance
- Reflections on the Practice of Organisation Development
- Useful tools: Good to Great Diagnostic Tool, The diffusion of innovation and appropriate education methods
- Organisational Change
- Targets of Change
- Theories of Change
- Action Research Model
- Strategic Planning Model
- Alignment between business and HR planning
- Analysis of present employees
- Forecasting employment needs
- Implementing HR plans
- Job analysis methods
- Job descriptions
- Job identification
- Career and succession planning
- Compensation and benefits
Training can take place in 4 formats:
- Self-paced
- Blended learning
- Instructor-led online (webinar)
- Instructor-led offline (classroom)
Description of training formats:
- Self-paced learning or e-Learning means you can learn in your own time and control the amount of material to consume. There is no need to complete the assignments and take the courses at the same time as other learners.
- Blended learning or "hybrid learning" means you can combine Self-paced learning or e-Learning with traditional instructor-led classroom or webinar activities. This approach requires physical presence of both teacher and student in physical or virtual (webinars) classrooms or workshops. Webinar is a seminar or presentation that takes place on the internet, allowing participants in different locations to see and hear the presenter, ask questions, and sometimes answer polls.
- Instructor-led training, or ILT, means that the learning can be delivered in a lecture or classroom format, as an interactive workshop, as a demonstration under the supervision and control of qualified trainer or instructor with the opportunity for learners to practice, or even virtually, using video-conferencing tools.
When forming groups of students, special attention is paid to important criteria - the same level of knowledge and interests among all students of the course, in order to maintain stable group dynamics during training.
Group dynamics is the development of a group in time, which is caused by the interaction of participants with each other and external influence on the group. In other words, these are the stages that the training group goes through in the process of communicating with the coach and among themselves.
The optimal group size for different types of training:
- Self-paced / E-learning: 1
- Instructor-led off-line (classroom): 6 – 12
- Instructor-led on-line (webinar): 6 – 12
- Blended learning: 6 – 12
- Workshop: 6 – 12
- On-the-job: 2 – 4
- Simulator: 1 – 2
Feedback in the form of assessments and recommendations is given to students during the course of training with the participation of an instructor and is saved in the course card and student profile.
In order to control the quality of the services provided, students can evaluate the quality and training programme. Forms of assessment of the quality of training differ for courses with the participation of an instructor and those that are held in a self-paced format.
For courses with an instructor, start and end dates are indicated. At the same time, it is important to pay attention to the deadlines for passing tests, exams and practical tasks. If the specified deadlines are missed, the student may not be allowed to complete the entire course programme.
A personal account is a space for storing your training preferences, test and exam results, grades on completed training, as well as your individual plan for professional and personal development.
Users of the personal account have access to articles and blogs in specialized areas, as well as the ability to rate the completed training and leave comments under the articles and blogs of our instructors and technical authors
Registered users of a personal account can have various roles, including the role of a student, instructor or content developer. However, for all roles, except for the student role, you will need to go through an additional verification procedure to confirm your qualifications.
Based on the results of training, students are issued a certificate of training. All training certificates fall into three main categories:
- Certificate of Attendance - students who successfully completed the course but did not pass the tests and exams can apply for a certificate of attendance.
- Certificate of Completion - students who have successfully completed a course could apply for a Certificate of Completion, this type of certificate is often required for compliance training.
- Verified Certificate - it is a verified certificate that is issued when students have passed exams under the supervision of a dedicated proctor.
You can always download a copy of your training certificate in PDF format in your personal account.
You will still have access to the course after completing it, provided that your account is active and not compromised and Tecedu is still licensed for the course. So if you want to review specific content in the course after completing it, or do it all over again, you can easily do so. In rare cases, instructors may remove their courses from the Tecedu marketplace, or we may need to remove a course from the platform for legal reasons.
During the training, you may encounter various forms of testing and knowledge testing. The most common assessment methods are:
- preliminary (base-line assessment) - to determine the current level of knowledge and adapt the personal curriculum
- intermediate - to check the progress of learning
- final - to complete training and final assessment of knowledge and skills, can be in the form of a project, testing or practical exam
Travel to the place of full-time training is not included in the cost of training. Accommodation during full-time studies can be included in the full board tuition fees.
While Tecedu is not an accredited institution, we offer skills-based courses taught by real experts in their field, and every approved, paid course features a certificate of completion or attendance to document your accomplishment.
You can preview samples of the training materials and review key information about the course on our website. You can also review feedback and recommendations from students who already completed this course.
We want you to be happy, so almost all purchased courses can be returned within 30 days. If you are not satisfied with the course, you can request a refund, provided the request complies with our return policy.
The 30-day money back policy allows students to receive quality teaching services with minimal risk, we must also protect our teachers from fraud and provide them with a reasonable payment schedule. Payments are sent to instructors after 30 days, so we will not process refund requests received after the refund period.
We reserve the right, in our sole discretion, to limit or deny refund requests in cases where we believe there is refund abuse, including but not limited to the following:
- A significant portion of the course has been consumed or downloaded by a student before the refund was requested.
- Multiple refunds have been requested by a student for the same course.
- Excessive refunds have been requested by a student.
- Users whose account is blocked or access to courses is disabled due to violation of our Terms and Conditions or the Rules of Trust and Security.
- We do not grant refunds for any subscription services.
- These refund restrictions will be enforced to the extent permitted by applicable law.
We accept most international credit and debit cards like Visa, MasterCard, American Express, JCB and Discover. Bank Transfers also may be an option.
Conducting classes is based on the fact that the teacher demonstrates text, drawings, graphics, presentations on an interactive board, while the content appears in the student's electronic notebook. A specially designed digital notepad and pen are used to create and edit text and images that can be redirected to any surface via a projector.
Classes are live streamed online, automatically recorded and published on the Learning Portal, allowing you to save them for reuse anytime, anywhere, on any mobile device. This makes it possible not to miss classes and keep up with classes and keep up with the passage of new material.
Real-life training uses the principles of game organization, which allows future professionals to rehearse and hone their skills in a virtual emergency. Learning as a game provides an opportunity to establish a connection between the learning activity and real life.
The technology provides the following learning opportunities:
- Focused on the needs of the user
- Instant feedback
- Independent decision making and choice of actions
- Better assimilation and memorization of the material
- Adaptive pace of learning tailored to the individual needs of the student
- Better transfer of skills learned in a learning situation to real conditions
Basic principles of training:
- A gradual increase in the level of difficulty in the game;
- Using a simplified version of a problem situation;
- Action in a variable gaming environment;
- The right choice is made through experimentation.
The main advantages of Game Based Learning technology:
- Low degree of physical risk and liability
- Motivation to learn while receiving positive emotions from the process;
- Practice - mirroring the real situation
- Timely feedback
- Choice of different playing roles
- Learning in collaboration
- Developing your own behavior strategy
Conducting practical classes online using remote access technologies for presentations, multimedia solutions and virtual reality:
- Laboratory workshops that simulate the operation of expensive bench equipment in real production
- Virtual experiment, which is visually indistinguishable from a remote real experiment performed
- Virtual instruments, which are an exact copy of real instruments
- Mathematical modeling to clarify the physical characteristics, chemical content of the investigated object or phenomenon.
Anton Gakhov
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