Certified Organizational Design and Manpower Planning Professional

• The Evolution of Organizational Design Models
  • Definition and objectives of organizational design
  • Evolution of organizational design models and the characteristics of each
    • Leavitt Diamond Model (technology, task, people, and structure)
    • Galbraith Star Model (strategy, structure, processes, rewards, and people)
    • McKinsey 7S model (strategy, structure, systems, staff, skills, styles, and shared values)
    • Burke-Litwin model (McKinsey 7S model factors in addition to external environment, performance, and feedback)
• Organizational Archetypes
  • Common types of structures and the implications of each on organizational effectiveness
    • Functional
    • Geographical
    • Customer or Market
    • Product
    • Process
    • Matrix
    • Network
    • Structured network

The work standardization framework

Estimating the span of control 

• Design Methodology for a Departmental Operating Model
  • Who should be involved, and what is the role of HR?

Definition of a departmental operating model

Components of an operating model

Purpose and objectives: What the department exists to do

Functional scope and services: What's in/out of scope

Organizational structure: Org charts and key roles

Process architecture: Core processes, flows, and KPIs

Technology and Systems: Tools, integrations, and automation

Governance and decision-making: Decision rights and escalation

Roles & Responsibilities: Accountability matrix

Performance measures: KPIs and SLAs

• Workforce Planning
  • Defining workforce planning 
  • Forecasting employee needs
    • Static approach
    • Dynamic approach  
  • Keys to successful workforce planning 
  • The strategic staffing processes
  • Demand analysis 
    • Trend analysis 
    • Ratio analysis
    • Zero manning methodology
  • Capturing and tabulating information 
• Essential Skills to Master as an Organizational Design and Workforce Planning Professional
  • Job evaluation: The Al Mawred job evaluation system uses and implications
  • Job description writing for new or amended roles in compliance with the job evaluation system factor requirements
  • Salary structure and incentive schemes
  • Improving staff readiness levels through learning and development