Global Learning for Operational Leaders
Course HRT-009
Certified Organizational Design and Manpower Planning
The course answers one simple question; “What is the best way to help organize and assist a group of professionals focus... The outline covers The evolution of organizational design models and more, Common types of struc...
- 5 daysClassroom or online
- 14Upcoming dates
- 6Cities
- €1,925Fees from
Your week at a glance
- Day 1 The evolution of organizational design models and more
- Day 2 Common types of structures and the implications of each on organizational effectiveness and more
- Day 3 Functional tool kit for design and redesign of optimal organizational structures
- Day 4 A radar chart to indicate change initiatives required for the success of new design and more
- Day 5 Demand analysis and more
Classroom
14 sessions
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Online / Live
14 sessions
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Introduction
Course overview
The course answers one simple question; “What is the best way to help organize and assist a group of professionals focus on achieving a collective objective?” hence the course aims at enabling its participants to maximize the efficiency and effectiveness of their organizational structure in compliance with strategic objectives, environmental complexity, and workforce availability and readiness to perform.
Moreover, organizational design is perceived and should be a collective responsibility whereby Human Resources professionals would facilitate and guide the process.
Taking this into consideration, the course will provide a toolkit that would enable HR staff to facilitate and guide the process in a systematic manner.
The tool kit includes all needed resources; from reflection/brainstorming charts that are used at the analysis stage to design templates and ending up with working sessions’ agendas and facilitation guide.
In other words, the course considers and favors the functional needs of its participants and considers their ability to implement.
What you will achieve
Learning objectives
- Differentiate between common organizational structure archetypes and realize the impact of each on individual and organizational performance
- Analyze organizational design elements to include but not limited to strategic goals, scope of operation, governance, competence and span of control.
- Co-design or redesign organizational structure using a comprehensive toolkit.
- Improve organizational readiness level to change through the identification enablers such incentive schemes or operating mechanism.
- Apply workforce planning methods to define workforce gaps on departmental and organizational levels.
- Learn about and acquire HR skills needed for an organizational design professional such as job evaluation and job description writing.
Who should attend
Target audience
- The course is designed for Human Resources professional, HR business partners and HR planning staff that are directly involved in planning or overseeing the processes of organization design.
Methodology
Learning approach
- The course briefly reflects on the history and evolution of organizational design. It then dives into a functional operational approach to design or redesign the organizational structure of organizations. Moreover, the course includes skill building sessions on how to redefine jobs and eventually revaluate those as affected by any design initiatives. An innovative toolkit approach will be adopted enabling participants to immediately implement what they have learned.
Complete course outline
Five focused days of learning and application
The timings provided are estimates and may vary depending on the number of participants and the discussions taking place during the sessions. They are indicative only and do not constitute a binding commitment.
Day 1
The evolution of organizational design models and more
- The evolution of organizational design models
- Definition and objectives of organizational design
- Evolution of organizational design models and the characteristics of each
- Coffee break
- Evolution of organizational design models and the characteristics of each (continued)
- 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).
Day 2
Common types of structures and the implications of each on organizational effectiveness and more
- Organizational archetypes
- Common types of structures and the implications of each on organizational effectiveness
- Functional
- Geographical
- Customer or Market
- Product
- Process
- Coffee break
- Process (continued)
- Matrix
- Network
- Structured network
- Frameworks to help you position your organization and determine essential factors such as positions overlap and span of control
- Environmental complexity and stability framework.
- The work standardization framework: work variety vs internal ability.
- Classification of operating mechanism.
Day 3
Functional tool kit for design and redesign of optimal organizational structures
- Who to involve and what is the role of HR roles and responsibilities?
- Elements to analyze and consider:
- Goals - linking structure to strategy.
- Limits – scoping (geography, function, business unit…etc.) and focusing organizational design work.
- Coffee break
- Limits – scoping (geography, function, business unit…etc.) and focusing organizational design work. (continued)
- Activities - defining key activities to deliver strategy and decision requirements.
- Units - separating functions into units to drive focus and specialization.
- Links - coordinating and collaborating across units to avoid silos and foster cooperation.
- Shape - defining spans and hierarchy layers.
- A comprehensive toolkit and associated tools needed to plan for and design your organizational structure.
Day 4
A radar chart to indicate change initiatives required for the success of new design and more
- A radar chart to indicate change initiatives required for the success of new design
- Radar elements
- Enablers such as incentives, rewards and governance
- Operating mechanism
- New structure description such as roles, competencies and sourcing routes
- Cultural norms and behaviors to be influenced.
- Coffee break
- Cultural norms and behaviors to be influenced. (continued)
- Work force planning
- Defining workforce planning
- Forecasting employee needs
- Static approach
- Dynamic approach
- Keys to successful workforce planning
- The strategic staffing processes
Day 5
Demand analysis and more
- Demand analysis
- Trend analysis
- Ratio analysis
- Zero manning methodology
- Capturing and tabulating information
- Coffee break
- Capturing and tabulating information (continued)
- Essential skills to master as an organizational design and workforce planning professional
- Job evaluation: systems, uses and implications
- Job description writing for new or amended roles in compliance with job evaluation system factor requirements.
- Salary structure and incentive schemes.
- Improving staff readiness levels through learning and development.
Course FAQs
Questions about this course
What participants and training managers usually ask before booking Certified Organizational Design and Manpower Planning. Can't find your answer?
What does Certified Organizational Design and Manpower Planning (HRT-009) cover?
This course covers Human Resources and Training through a structured five-day outline focused on practical application, discussion, and implementation planning.
When is the next available session?
The next scheduled session starts on 9 - 13 November 2026. See the course schedules section for the available dates and delivery formats.
Who should attend this course?
The course is designed for Human Resources professional, HR business partners and HR planning staff that are directly involved in planning or overseeing the processes of organization design.
Is bilingual course delivery available?
Yes. All course materials and presentations are provided in English, while bilingual explanation and discussion support may be available depending on the selected location and trainer availability. For example, when attending a course in Istanbul, you may request a Turkish-speaking trainer to explain the English course content in Turkish. Arabic explanation support may also be requested at this location. Other languages are available in selected cities. You can choose your preferred language support as an optional preference during registration.
How can I register for a session?
Use any Register button next to the available course dates to open the participant registration page and submit your booking request for the selected session.
Is this course available online as well as classroom-based?
Check the course schedules section for currently published classroom and Online / Live sessions.
Where are classroom sessions delivered?
Current classroom venues include Munich, Amsterdam, Frankfurt, Rome, Kuala lumpur, Geneva.
How long is the training programme?
The programme runs for five days from 09:00 to 14:00, which gives 25 contact hours, including a daily 30-minute break (22.5 hours of instruction).
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