Build the evidence base on organisational structure and job design from data the organisation already collects.
Organisational Structure Design and Job Description Writing
Build a working method for organisational structure and job design that stands up to scrutiny and survives daily pressure.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on organisational structure and job design is abundant; insight about it is not. Policy on job design is judged by how it is applied in the difficult cases, not the easy ones. Organisations that document this strand of people management and development properly resolve disputes about it far more quickly. They leave able to brief senior management on organisational structure and job design in terms that support a decision. It treats the wider people management and development agenda as an operating discipline and equips participants to run it as one. Progress on job design is usually lost in the gap between approval and execution. Participants apply organisational structure and job design to their own workforce throughout, so the output is directly usable. The level assumes working familiarity with the workforce but no prior formal training in job design. The programme ends where implementation begins, with this aspect of people management and development broken into steps someone can start on Monday.
Expected Learning Outcomes
Distinguish the parts of job design that must be standardised from those that require judgement.
Assign clear ownership for each element of organisational structure and job design across the functions involved.
Design a policy on job design that is fair, lawful and actually usable by line managers.
Establish what evidence would demonstrate that organisational structure and job design is under control.
Assess the cost of job design and the cost of leaving it as it is.
Pilot changes to organisational structure and job design before rolling them out organisation-wide.
Who Should Attend
Internal communications staff explaining organisational structure and job design to the workforce.
Technical staff being prepared for supervisory responsibility over job design.
Compliance and governance staff whose remit includes organisational structure and job design.
Individuals developing their own capability in job design.
Recruitment and resourcing staff affected by organisational structure and job design.
Employee relations specialists handling cases arising from job design.
Course Modules
Organisational structure and job design: policy design and legal footing
2 sessions · 8 pointsSession 1Reviewing organisational structure and job design against what actually happened
- Test the procedure for organisational structure and job design against a realistic scenario.
- Build the competence framework that supports job design.
- Establish the boundary of organisational structure and job design and record what sits outside it.
- Estimate the resource job design requires to run as designed.
Session 2Piloting a change to job design before committing
- Train line managers on organisational structure and job design rather than handling every case centrally.
- Document the reasoning for every exception granted under job design.
- Plan the sequence in which improvements to organisational structure and job design will be introduced.
- Check that job design complies with current labour regulation in every location.
Job design: capability across the management line
2 sessions · 8 pointsSession 1The conversation about job design managers most often avoid
- Rank the weaknesses in organisational structure and job design by consequence rather than by ease of fixing.
- Estimate the cost of job design and the cost of leaving it unchanged.
- Compare intended and actual outcomes of organisational structure and job design honestly.
- Confirm that those complying with job design understand why it exists.
Session 2The paperwork for job design that is actually needed
- Pilot changes to organisational structure and job design in one area before wider rollout.
- Confirm that reporting on job design reaches the people who can act.
- Set the annual review point for organisational structure and job design and who attends.
- Agree the smallest change to job design that would be visibly useful.
Job design: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Testing job design before relying on it
- Test the policy on organisational structure and job design against three real cases from the past year.
- Build the internal briefing that explains job design to those affected.
- Ask employees what organisational structure and job design feels like from their side.
- Record what was learned when job design did not go as planned.
Session 2Escalation and decision rights in organisational structure and job design
- Build the appeals route for organisational structure and job design and publish it.
- Remove steps in job design that add effort without adding assurance.
- Confirm records relating to organisational structure and job design meet retention and privacy rules.
- State the purpose of job design in one sentence a new manager would understand.
Job design: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Explaining job design so people believe it
- Establish what evidence demonstrates organisational structure and job design is under control.
- Review whether job design is aligned with the objectives of the workforce.
- Prepare the summary of organisational structure and job design that senior management will read.
- Define who decides on job design and who may only recommend.
Session 2Applying job design consistently to the person you like least
- Design the communication for organisational structure and job design around the questions people will actually ask.
- Plan succession for roles most exposed to job design.
- Agree the indicators that will show whether organisational structure and job design is improving.
- Script the difficult conversation job design requires and rehearse it.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.