“Org Design” as
we call it has become a hot topic in OD and HR circles. So many companies are downsizing
one division as they grow another and re-structuring their teams, their
business units, and divisions. If you’re
in HR or OD and you haven’t yet been involved in an org design project, you’re
probably going to sometime soon. Tonight, we’ll introduce you to what it’s all
about and how you can contribute to org design success. If you have been
involved, bring your burning questions to discuss with the panelists.
Some leaders act
as though organization design is just a matter of reorganizing business
structures, processes, and technology. But it’s not. People are involved, and
their jobs and identities are being toyed with. So how can OD and HR
professionals factor in motivation? How do talent assessment and development issues
get resolved in org design? For
instance, how can HR & OD professionals ensure that people feel motivated
to operate in the new organization structure so that they are committed to the
new organization and stay productive?
For people new
to org design, we will start by reviewing the methodology itself. Then, we’ll look at the evolving role of OD
professionals and HR professionals in org design projects.