This module explains the fundamentals of job design and its essential make-up. It deals with the structural needs arising out of the operating model and strategic alignment to the organization.

The module deals with role purpose, breadth of management, key accountabilities with specific deliverables (KPIs), complexity and challenges, and decision-making. This module also explains how to differentiate between top management jobs, strategic roles, management and operating or implementation roles. There will be “real life” review and practical sessions on reviewing jobs and job contents, skills, experience and its precise hierarchy in the “accountability tree”.

The contents being determined must correspond to the prerequisites for job measurement. In this module practitioners also learn how to extract critical job contents for various HR initiatives and interventions.

Deliverable: 

Practical understanding of how to design jobs, determine their levels in the organization structure and the ability to extract information for measuring, sourcing, performance and assessments.

This module deals with the essentials of Organization Design, understanding how jobs fill the organization structure, support its operating model and aligned finally to the strategic goals of the Organization. 

Participants will be given practical knowledge on how to decode the Organization’s operating model, analyse the current structure, identify gaps in a department and establish the “strengths or weakness” of a department structure. 

Participants are also taught multiple principles of organization design methods and how to design structures based on organizational / business needs. 

Through class practice, practitioners are taught how organization structures emerged based on raw data and understand how human resources are distributed within an organization and how each structure model affect the organization.

Deliverable: 

Practical knowledge and practice of designing the structure of an organization and recommending the most effective approach of how departmental structures support the Organization’s business goals.

This module deals with the essentials of Performance Improvement approaches and setting Key PerformanceIndicators (KPIs). This knowledge is critical for internal performance design and monitoring and essential for

assessment and appraisal. 

Participants are taught on how to identify and select competencies and how to level these competencies to the varying clustered levels of jobs. It also deals with how KPIs are set including Shared-KPIs, align toorganization’s goals and the right way to implement an effective Performance Management System including how they are linked to rewards. 

Practitioners are taught concepts on how to diagnose performance and how to construct a Performance Improvement Proposal. It also deals with the finer points of how to develop various Task Inventories. 

In this module, practitioners learn how to adopt the most appropriate initiatives and their alignment to strategic objectives, set weights and the most effective measures. Practitioners are taught the principle of “strategic alignment” of accountabilities and how to identify and rectify the source for KPIs. Practitioners are also taught the principle of “balance” when allocating quantitative and qualitative measures spread across the job levels.

Deliverable: 

Practical knowledge and practice of designing Performance Improvement Approaches including designing the Organization’s competency model. Practitioners will also acquire practical knowledge and implementation methods of putting in place the right approach of installing, monitoring and measuring performance for improvement.

In today’s competitive environment, the role of a manager is extremely challenging and especially newly appointed managers may not have been provided with the focused training to successfully transition from single contributors to people managers. This workshop unlocks their leadership and management potential through this experiential opportunity to learn the fundamentals of motivation, visionary goal setting and team coaching.

This program is designed to ensure that newly appointed managers are prepared to deliver high performance in today’s complex business environment and become the key links between senior management strategy and front-line implementation. This program enables managers to identify emotional drivers, become conscious of their own behaviours and gain increased ability to influence their team’s actions and results. 

The programme addresses pertinent questions like what it means to be a leader and how to develop knowledge and techniques in setting goals that are aligned to senior management / organization objectives.

Deliverable: 

Prepares Managers to develop coordinating techniques to ensure a cooperative and cohesive functioning unit and provide participants with the essential tools and skills necessary to manage their team as a professional and competent manager. The workshop ensures participants:

• Develop knowledge of a manager’s role.
• Develop knowledge about leadership competencies and what is the work system is created for his/her team.

One of any Organization’s challenges is ensuring its management/professionals have the ability to actively seek out

 information to shape a broad perspective on the business in order to inform and support data-based decisions, especially strategic

thinking. It is the ability to identify key opportunities or organizational capabilities that would bring significant advantages to the organization, and it requires the ability to see trends before others and integrate concepts in a unique way to capitalize on the capabilities.

This workshop exposes participants to understand, identify and adopt key components of business acumen and exposes participants to the importance of incorporating business acumen in their daily interaction internally and externally; importance of problem posturing, tools to uncover sources of problems, and strategic solutioning; key financial statements and the impact of Organizational Issues and Initiatives.

Participants will be equipped with skills to:

• Deal with business situations (risks and opportunities) to bring about positive business outcomes.
• Seek out information to shape a broad perspective on the business to inform and support data-based strategic thinking decisions.
• Identify key talents and organizational capabilities that would bring increased organization’s competitive advantage; and
• See trends before others and integrate concepts in ways which optimize capabilities.

Deliverable: 

This workshop focuses on enhancing strategic contributions and on financial and analytical capability, consulting and execution skills and equipped with ways to identify connections between different facets of the business; and construct strategies to effectively build and support both short and long-term business objectives.

This module deals with crafting out the Vision, Mission and Strategy Formulation of the Organization. It is a highly interactive group-focused workshop where existing strategies and plans are reviewed, and their current outcomes evaluated. 

The workshop facilitates a preliminary environment analysis of the external factors that will impact the success of the Organization, have an overview of the environment for the medium to long-term time horizon and a to-be situational analysis on the key roles that the Organization should be directed at, linking it to the overall master plan and initiatives of its stakeholders and/or shareholders. 

The workshop is jointly facilitated with the various Operating and Functional Units towards the identification of programs, initiatives and key outcomes or targets to ensure alignment to end outcomes. The workshop helps to identify key business drivers in the roadmap, that is Operational, Assets, People, Infrastructure, Financial, Customers and Process. 

At the end of the program, there is a formalization of the respective business units’ programmes and the crafting of sub-programmes in an inter-related matrix of how Management is accountable for its delivery. The workshop aims to determine the KPIs for Quick and Big Wins as well as Performance Management mechanism, identify infrastructural needs, compilation of a high-level brief documenting the strategies agreed as key drivers to meet the Organization’s business goals, the crafting of the Corporate Scorecard and the sharing of a Work Culture Study Analysis and Behaviour Competency Model to drive the business.

Deliverable: 

Practical knowledge and practice of how the Organization’s Vision, Mission and Strategies are formulated. The program also formalized the brief for going forward and help formalized the structural needs and supports and determining the pre-requisites for an effective work culture and behavioural competency model.

Leaders likely to succeed in driving a digital transformation than in a traditional organization have a different profile from those who typically thrive in a pure-play, born-digital organization. As research shows, born-digital executives may be more likely to rise through the expert ranks of pure-play digital firms; they often are narrowly focused in one crucial area. In contrast, executives who succeed in traditional companies tend to be broad based in their experiences and skills, including knowing how to read people and motivate teams. 

Talent today that is born digital versus those who go digital often pursue different roles and professional trajectories. They differ, too, in their competencies, traits, and drivers. However, in comparison, leaders in traditional companies tend to be savvier in influencing others, rely morenon lateral influence in their roles, and are far more social and empathetic than are digital executives”.

Deliverable: 

This workshop looks at drivers faced by Top Leadership in the current digital world such as the challenges leaders faced, what motivate them, the work environment conducive for effectiveness and innovativeness and the organization structures most preferred. The workshop looks at Cultural dexterity, Learning agility and Emotional intelligence.