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Ø INTRODUCTION |
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It will also equip you with the knowledge and skills you need to translate OD strategies into actions. Furthermore, this course examines the primary role of human resources development (HRD) in the organization to help people and organizations effectively manage change. This organizational development course will also give the following benefits: l Help managers gain insights into the latest learning trends & techniques l Critically assess their current leadership development strategies l Apply new knowledge to the talent management training challenges of their company l Despite laying out the benefits, questions still remain: l What are the best ways to create organizational development certificate programs? l How can you make the programs efficient and effective?
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Ø Objectives |
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At this program's conclusion, participants should be able to:
l Understand the field of Organizational Development (OD) l Assess the organization readiness for development l Present OD related data analytics l Draft an OD strategy l Implement change management processes l Learn new and advanced strategies in creating talent development programs l Align the training and development programs to your corporate strategy l Set a benchmark for your corporate training offers
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Ø TRAINING METHODOLOGY |
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This interactive training course includes the following training methodologies as a percentage of the total tuition hours: l 30% Lectures, Concepts, Role Play l 30% Workshops & Work Presentations, Techniques l 20% Based on Case Studies & Practical Exercises l 20% Videos, Software & General Discussions Pre and Post Test |
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Ø WHO SHOULD ATTEND? |
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The course can be attended by HR professionals, OD practitioners, HR consultants & trainers and anyone who is interested in the field of OD. l Target Competencies l Strategic thinking l Strategic planning l Analytical thinking l Working with people l Planning and organizing l Achieving goals and objectives
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Outline |
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Day 1 |
OD overview l Introduction to the field of Organizational Development l The Main Conceptual Framework of OD l OD History and Pioneers l Action Research Model l Identifying Needs l Assessing the organization readiness for development l How OD has benefited HR and the organization?Project stakeholders
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Day 2
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OD analytics
l Creating Data Collection Tools l Preparing and Facilitating Feedback Sessions l Conducting Interviews and Feedback l Big Data l Collecting and Analyzing Data l Presenting Data and Observations l Data collection plan l Gaining Agreement and Buy-in l Setting Priorities |
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Day 3
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OD strategy
l Origins of strategy l Strategic Planning l SWOT analysis l Vision statement l Mission statement l Strategic Goals l OD strategy l Competency Centricity l Compensation Centricity l Performance Centricity l Identifying Action Plans l Creating Project Plans
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Day 4 |
OD intervention and change
l Designing OD Interventions l Organizing Customer Needs l What is change management? l Implementing Change Management Process l Internal Customer Satisfaction and Engagement l Evaluating Results l Sustaining Change
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Day 5 |
OD maintenance
l Preparing the organization for Maintenance l Creating a preventive system l Spending versus end results ROI l Auditing sustainability l Proactivity and continuous development l Dialogic versus Diagnostic OD
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Schedule
Fees
The Fee for the seminar, including instruction materials, documentation, lunch, coffee/tea breaks & snack :