Course description
Developing more effective organisations is a truly strategic contribution from HR, calling on a multitude of skills. This course will help you understand the opportunities for that contribution and how to analyse the issues objectively – the vital pre-requisite to proposing appropriate action.
An organisation is not just a collection of individuals with employment contracts. It consists of divisions, departments, and teams, all interacting together. It is a living evolving organism – and as such, it is at risk of all kinds of 'diseases': dysfunctional politics, internal competition, overlapping accountabilities, clashing objectives, weak leadership, and many more!The task of the OD Professional is to help the organisation and its various parts stay healthy. However, most of the work of an OD professional is in diagnosing and healing problems. Understanding these complexities calls on a number of models, disciplines, skills, techniques and instruments.
The essential first step in any project is to clearly define the problem to be solved and then diagnose the causes behind it and set objectives for the assignment. This course will enable you to do this, covering a range of practical assignments that you might encounter. At the end, you will have the confidence to discuss at any level how the organisation can become more effective in delivering its mission.
Upcoming start dates
1 start date available
Suitability - Who should attend?
This course is aimed at professionals who need to understand and develop organisations to become more effective. Typically, from the OD side of HR, you may also be in other areas of an organisation with a responsibility for performance improvement or managing change.
Both internal and external consultants will find this course valuable, as will an aspiring or existing HR Director who is looking to ensure OD initiatives are carried out professionally and add value to the organisation.
Outcome / Qualification etc.
- To understand what constitutes a 'healthy' organisation, and the ailments and issues that can impact health
- Understand and analyse what creates and maintains the 'culture' of an organisation, and the impact of individual and collective leadership
- Know where to look for issues and problems that may have an 'OD' solution
- Choose appropriate diagnostic tools for understanding the potential causes of issues
- To set clear and measurable objectives for change to achieve the 'desired state'
- To feel confidence to apply learning in your own organisation
Training Course Content
Introduction
- CRF Introduction00:58Course Overview01:27Breakdown of Modules
How Organisations Develop
- Module Introduction
- When Life Begins
- Johnson and Johnson's Credo
- Mars Corporation
- Reflective Question
- The Growth
- Exercise - Establishing Values
- The Characteristics of A “Healthy Organisation”
- “Healthy” As in Satisfying Stakeholders
- Keeping Track of Stakeholder Equilibrium
- Exercise - Stakeholder Equilibrium
- Healthy As in “With Permeable Boundaries”
- The Twenty First Century
- Exercise - Boundaryless Health
- The Twenty First Century - Continues
- Healthy as in “Built to Last
- ”Healthy as in “Defining Performance Excellence”
- Healthy as in “Defining Performance Excellence” - Continued
- What Is “Healthy” for My Organisation?
- Module Summary
- Check Your Understanding
- Assignments for The Workplace
Culture, Values and Leadership
- Module Introduction
- Culture, Values and Leadership
- Components of Culture - Cultural Analysis
- Influencing Factors Shaping a Local Culture
- Exercise - Influencing Factors Shaping a Local Culture
- Analysing Today’s Organisational Culture
- “Espoused Values” and “Values in Action”
- Exercise - “Espoused Values” and “Values in Action”
- Impact of Leadership on Culture
- Cultural Change
- Cultural Clashes
- Module Summary
- Check Your Understanding
- Assignments for The Workplace
Sources of OD Assignments and Change Projects
- Module Introduction
- Setting Up a New Organisation or Division
- Restructuring An Existing Organisation
- Restructuring Due to A Merger/Acquisition
- Organisational “Health Audits”
- Transformational Culture Change
- Focused Culture Change
- Manager Asks Directly for Help
- Projects of The OD Professional
- A Note on The Use Of External Resources
- Module Summary
- Check Your Understanding
- Assignments for The Workplace
Diagnosing Issues and Defining Problems
- Module Introduction
- The Context of An Assignment
- Cause and Effect Analysis
- Defining the Problem Clearly
- The Five Whys?
- The Mind Map
- The Fishbone Analysis
- Systems Thinking
- The Tools of the Diagnostic Process
- Surveys
- Exercise - Questions in Surveys Classification
- Survey Results
- Tests
- One to One Interviews
- Focus Groups
- Group Facilitation
- Group Observation
- Group to Group Observation
- Systems and Process Analysis
- Business Process Reengineering
- Accountability - Responsibility Analysis
- Resource Allocation
- “Six Sigma”, “Lean”, “Kaizen” and Similar Methodologies
- Choices of Diagnostic Methods
- Exercise - The Different Types of Projects
- When Diagnosis Is Complete
- A General Model for Defining the End State
- The Recommended Process for Creating a Template
- Module Summary
- Check Your Understanding
- Assignments for The Workplace
Afterword
- Course Summary
- Critical Thinking Questions
- Final Quiz
- Further Reading and References
Feedback Questionnaire
- Feedback Survey
- Learner Satisfaction
Certificate of Completion
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Corporate Research Forum
42 Berners Street
W1T 3ND London
ABOUT CRF Founded in 1994, Corporate Research Forum (CRF) is a membership organisation whose purpose is to increase the effectiveness of the HR function, in order to drive sustained organisational performance, by developing the capability of HR professionals. Through more than 30...
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