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Organisation Design: Designing Jobs for Good Work and Increased Productivity
29 April @ 9:30 am - 4:30 pm£299
TBC – Central London
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Covid-19 Update – these training courses will now be delivered online. All existing bookings will be honoured and new bookings can now be made again too. All content from the previous face-to-face training will still be covered.
The training will now be delivered using Zoom. Please view the webinar on Revisiting Strategic HR which our trainer, Jon Ingham, has recorded as an introduction to his training courses.
The training courses will now also include new issues associated with HR in the Covid-19 age.
The training days will still start at 9.30 am with an initial welcome and to ensure any technology issues are resolved. The actual training will then start at 10.00 am, and will now be delivered in one hour bites, finishing at 4.30 pm.
Jobs are the traditional unit of work in most organisations, although these are developing into both broader roles and more discreet tasks, linked to particular skills. These provide the way that organisations get work done. Jobs, roles and tasks are therefore a key part of how the UK responds to the country’s productivity puzzle, particularly after Brexit, with an increased need to move to a high skill high pay society, using more technology and investing in employees rather than using low cost labour.
Jobs are also changing quickly, with the rapid implementation of digital technologies and associated ways of working. Jobs may not disappear to the extent that has often been predicted but they will certainly change. It is important that these changes are planned proactively and that they are not just left to being the consequence of digital disruption.
Designing jobs used to be a key part of HR but other than at executive levels, it has received less attention over recent years. However, the UK’s productivity puzzle, low levels of engagement, pressure from increases in the national living wage, digital technology and other factors are all leading to more focus in this area.
It is now clear that having an effectively designed job which meets the needs of individual employees as well as the employer is a key factor in raising engagement and increasing productivity. Making jobs suitably compelling requires providing them with a range of design factors including an appropriate level of autonomy and the opportunity to find meaning.
Attend this training session to consider these factors and how they might be applied to develop jobs, engagement and productivity within your own organisation.
Who should attend?
- Chief Human Resource Officers
- HR Directors
- Heads of Talent Management
- Heads of Employee Engagement / Experience
- Heads of Organisational Design
- Heads of Talent Acquisition / Recruitment
- Job designers and analysts
- HR business partners and other HR staff wanting to contribute more broadly to organisational effectiveness
- Business leaders with responsibility for the effectiveness of their own teams and organisations.
|10.00-11.00 Reinventing Jobs to Improve Productivity
|11.15-12.15 Re-orienting Jobs towards Good Work
|1.00-2.00 Designing Roles and Jobs
|2.15-3.15 Reviewing Potential Job Changes in the 4th Industrial Revolution
|3.30-4.30 Providing Better Opportunities for Progression
Trainer: Jon Ingham
Jon Ingham is an independent strategic people management and organisation development consultant. His projects often involve helping companies innovate their HR approaches responding to changes in the world of work and also to tie more closely to their own strategic needs. His work is informed by a strong belief in the potential offered from a smarter investment in people and the consequent opportunity to create new value for a business.
He has worked with companies in UK and Europe, the Middle East, South Africa, Asia and Australia. Recent clients have included a financial services firm where HR had to sign up to providing half of the firm’s planned financial growth. Also, acting in an interim head of organisation development capacity for a leading retailer, planning for the introduction of a new digital business strategy.
Other activities include providing in-house and open training programmes. His Symposium courses have included strategic HR; digital HR, HR business partnering; people planning, measurement, analytics and reporting; HR and innovation; HR and social media; organisation design and development; process design; employee experience, change management, and specific courses on recruitment, learning, performance management and reward.
Jon also speaks at leading HR, IT/Digital and Property/Facilities conferences around the world, including Symposium’s HR Business Partnering, Talent Management and HR Analytics conferences. He has also lectured in strategic management, change management and HR on executive MBA courses.
Jon has written several books and articles on the future of work, and of the HR function, which includes his new book, ‘The Social Organization’ (2017). This suggests that businesses needs to focus on the relationships between people as well as the individuals themselves. He has recently co-authored an article with Professor Dave Ulrich, the main instigator of today’s HR model, reviewing opportunities for ‘Building Better HR Departments’ (2016). Jon also writes at a ten-year old blog, Strategic HCM.
He has a number of associate relationships including The Work Foundation and Glassdoor, for which he has conducted media interviews supporting their research into pay transparency, zero hour contracts and other issues (with appearances include BBC Breakfast and Radio 4’s Today programme). He has also conducted research for the Economist Intelligence Unit and other organisations.
Jon has BA in Psychology, a Masters in Engineering and an MBA. He has frequently been recognised a leading influencer in HR, eg he was listed as the 7th most influential UK HR Thinker in 2013. HR Examiner includes him in its list of the top 100 global HR influencers and states “Ingham is still early in his career. It’s not outrageous to imagine him as the next Ulrich.”