Organisation Structure and Design
What's on this page?
Overview
Success for any organisation comes about as the result of the efforts and outputs of all individuals within that organisation.
Operational Organisation Structure design is the process by which an organisation gets the:
| RIGHT NUMBER | of the |
| RIGHT PEOPLE | with the |
| RIGHT SKILLS | in the |
| RIGHT JOBS | focusing on the |
| RIGHT RESULTS (accountabilities) | in the |
| RIGHT WAY (behaviours) | to ensure organisational |
| SUCCESS |
Topics Covered
This Short Course draws on 25 years practical experience improving the performance of organisations in New Zealand and Australasia through changing their operating models. It draws on that experience to develop two real world case studies which you will complete during the two days.
Specifically the Short Course covers:- Organisation design drivers and principles
- Past and emerging trends in organisation design
- Matrix structures and how they work
- Shared services structures
- Use of accountability matrices to inform organisational behaviour
- Real world constraints and trade offs in organisational change
- Choosing the right people and
- Case studies
Who should attend
- Managing Directors and CEO’s who need to bring about real change in their organisations
- Senior Organisation Development professionals charged with bringing about real change
- Senior Business Unit Managers
- Senior Line Managers
Outcomes
Attend the Organisation Structure and Design Short Course to:
- Be able to identify different organisation models and describe the advantages and disadvantages of each
- Be able to use organisation structure design to bring about major change in your own organisation
- Understand shared services and how to use shared services to maximise the use of scarce skills
- Learn how to use accountability matrices as a tool to drive performance and change behaviours
What Participants Say
"John really understands organisation models and the behaviours which make them work. He provides leaders with real clarity about the competencies they require in their people, and in managing performance. His unique approach to accountability mapping has helped me design effective organisation structures and achieve major change in two organisations now"