Build the Organization Assessment
When you become responsible for leading an organisation, your most important leadership challenge will be enabling your organisation to deliver on its strategy while ensuring its growth. This short 3-hr course will provide you with the information required to develop your relevant organization assessment which your business can examine and improve on the organisational culture is, the primary organisational structures, and those key systems, before taking a more strategic perspective. The process and tools that complement this course will also prepare your business to take the organisation forward in a more strategic direction, but to make better decisions along the way based on the types of organization assessment used.
Key learning: Assess the degree of alignment between key capabilities and organisational architecture (culture, structure, people practices, systems).
Business Benchmarking and Change Management
Management can drive organizational change using insights gained from benchmark research about industry best practices, financial rankings and customer perceptions. Use benchmark research to institute change. Change management is the ability to transition staff members, teams and organizations from one form of operating to a more desirable one. Benchmark research can assist management in instituting organizational change because it provides justification for change.
Key learning: Deploy a 4-phase approach (Planning-Analysis-Integration-Action) which begins with business benchmarking to change management that is explained through a business case.
Business Continuity and Organization Design
The program offers a comprehensive (operational, tactical or strategic) grounding in Business Continuity through Organization Design Solutions that explain Framework, Guidance, Key Tools.
Key learning: Apply the tools and the process of Business Continuity development and Organization Design to reflect the business efforts in respond to changes, integrate new business elements, ensure collaboration, and allow flexibility.
Embrace New Job Integration & Collaboration
Essentially, “workplace collaboration” is organized teamwork: setting processes in place to ensure that team members work together to make decisions. Teams may employ a range of practices depending on the industry, company, or project, but regardless of the tool, collaboration will strengthen the process and end product. Ultimately, the goal of workplace collaboration is to increase success by fostering open communication among all team members across all departments and management levels. With the digital revolution, both work integration and collaboration became a common need and place. The internet increased cross-organizational knowledge sharing and provided the opportunity to work anytime, anywhere with anyone – this is referred to as the integrated digital workplace.
Key Learning: Facilitate on how to build a successful job integration that is based on a collaborative culture and team through Executive Support, Focused HR Practices, The Right Team Leaders and Team Foundation and Structure (pre-existing work connections).
Self-management skills allow you to maximize your productivity, improve your workplace performance and efficiently achieve professional goals. Improving your self-management skills can help you increase your employability and better manage your career path. In this module, learn will be able to identify those effective self-management skills for the workplace and supported by the organization in order to enhancing these skills.
Key Learning: Acquire the Self-management skills by focusing on personal responsibility through: Organization, Goal setting, Time management, Self-motivation, Stress management and Accountability.
HR Technology and Systems
Outline: Human resources are inevitably centered around people — finding the right ones for the project, motivating them to do their best in the workplace, and helping team members build meaningful relationships. HR technology (human resources technology) is an umbrella term for software and associated hardware for automating the human resources function in organizations. It includes employee payroll and compensation, talent acquisition and management, workforce analytics, performance management, and benefits administration. There are many innovations that have yet to spread in the HR field. How will technological advancements, the societal awareness of workplace issues, and the integration of workforce into the entire workplace, change management and talent management?
Key Learning: Explore and acquire the information on trends in human resource management that will shape the future of HR and people management throughthe use of HR Tools Migrate to Cloud Employee self-service tools, Blockchain integration, People analytics tools, Real-time performance management, Biometric time tracking, Connected platforms in the workplace.
Harassment-reporting tools, AI in employee management and Using gender-neutral language in digital platforms.
Organization Process Improvement
(Actual Common Focus)
Organization Process Improvement is a systematic approach to help an organization optimize its underlying processes to achieve more efficient results. This organization process improvement methodology covers a systematic approach to continuously improve an organization’s existing organization’s processes.
Key Learning: Define and acquire 5-step and the integrated tools include:- Defining the Scope of a Process; Mapping the Process with focus on People, Measures and Targets; Analyzing the Process and Improving and Managing the Process.
Consulting Practice by Functions Engagement
This Consulting Practice by Functions Engagement explain and demonstrate those skills and techniques that will enhance organization’s capability through consulting practices that support and contribute significant value to your organisation as well as to your clients in an era of great change and uncertainty.
Key Learning: Equip with with these skills and effective tools that include business need behind solution requests, practice organisational and emotional intelligence, build effective solutions that deliver business results, improve communication, establish as a trusted business advisor and build trust and demonstrate and measure ROI.
Consulting Practice by Cross-Functional Businesses
Every leading company has developed ways to successfully work across functional lines and come together around shared outcomes. With this need for cross-functional work being so commonplace, the consulting practice that broadly needed should focus on how to make cross-functional teams work.
Key Learning: Build a cross-functional team identity by consulting practices through: – Clarify the purpose of the cross-functional project; Identify the core team members; and Build the foundation for psychological needs through some form of business assessment (Market, Business within and Talent Development)