Certified Organizational Development & Workforce Architecture
Introduction
The program empowers participants to design and implement organizational structures that maximize efficiency and effectiveness. You'll learn to align your organization with its strategic objectives, adapt to complex environmental factors, and leverage the readiness and availability of your workforce. Recognizing that organizational design is a collective responsibility, this course equips HR professionals with the practical toolkit to facilitate and guide the process systematically. The program's resources are designed for immediate application, including analysis charts, design templates, and facilitation guides for working sessions.
This training program is designed to include:
- 16 hours of training
- 03 months of one-on-one coaching
How you will benefit
- Distinguish between common organizational structure archetypes and their direct influence on organizational and individual performance outcomes.
- Assess critical organizational design components, including but not limited to, strategic alignment, operational scope, governance frameworks, core competencies, and optimal span of control.
- Collaborate in the design and redesign of organizational structures by utilizing a systematic departmental operating model.
- Execute workforce planning techniques to effectively identify and define workforce gaps across departmental and organizational levels.
- Integrate essential HR competencies, such as job evaluation and job description development, into the organizational design process.
Who should attend
This program is tailored for professionals and leaders at all levels who are directly involved in organizational design and workforce architecture. This includes, but is not limited to:
- Executive Leadership (C-Suite and Board Members) responsible for strategic direction.
- Human Resources and Talent Management professionals seeking to become strategic partners.
- HR Business Partners who facilitate and guide organizational change.
- HR Planning and Organizational Development specialists.
What you will cover
- Defining Organizational Design: Understand the core principles and strategic objectives of effective organizational design.
- Evolution of Organizational Models: Explore the history and application of key frameworks, analyzing the unique characteristics and applications of each.
- Leavitt Diamond Model: Analyze the interplay between task, technology, people, and structure.
- Galbraith Star Model: Grasp the interconnectedness of strategy, structure, processes, rewards, and people.
- McKinsey 7S Model: Learn to align strategy, structure, systems, skills, staff, style, and shared values.
- Burke-Litwin Model: Integrate internal and external factors with performance and feedback to drive successful change.
- Analyzing Structural Archetypes: Assess the common types of organizational structures—including functional, geographical, matrix, and network—and evaluate their impact on organizational effectiveness.
- Framework for Work Standardization: Learn how to create consistency and efficiency through work standardization.
- Mastering Span of Control: Develop the skills to accurately estimate and optimize the span of control within teams and departments.
- Roles & Responsibilities: Clarify the roles of key stakeholders and the essential function of HR as a facilitator in the design process.
- The Departmental Operating Model: Define and build a comprehensive departmental operating model by focusing on its core components:
- Purpose & Objectives: Clearly articulate the department's mission and goals.
- Functional Scope: Define the services and responsibilities that are in and out of scope.
- Organizational Structure: Create detailed org charts and define key roles.
- Process & Technology Architecture: Map core processes, workflows, key performance indicators (KPIs), and supporting systems.
- Governance & Decision-Making: Establish a clear framework for decision rights and escalation.
- Accountability & Performance: Use an accountability matrix to define roles and responsibilities and establish performance measures like KPIs
- Fundamentals of Workforce Planning: Understand the principles of strategic workforce planning.
- Demand & Supply Analysis: Apply various forecasting methods, including:
- Demand Analysis: Learn to use trend analysis, ratio analysis, and the zero-manning methodology to project future talent needs.
- Supply Analysis: Assess the current workforce and potential talent pipelines.
- Successful Workforce Planning: Identify the key factors that contribute to successful workforce planning initiatives.
- Job Architecture & Evaluation: Master the process of job evaluation to ensure internal equity and market competitiveness.
- Role Definition & Documentation: Learn to write clear, concise job descriptions for new or revised roles, ensuring compliance with job evaluation systems.
- Compensation & Rewards: Understand how to link job architecture to a logical salary structure and incentive schemes.
- Talent Readiness: Explore strategies for improving employee readiness and skill levels through targeted learning and development programs.
Schedule
New York
$7,500
12-Week, 22 Jan 2026
Singapore
$7,500
12-Week, 12 Mar 2026
Shanghai
$7,500
12-Week, 28 May 2026
London
$7,500
12-Week, 20 Nov 2026
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