OD: Promoting Productivity through Job Design
9 June @ 9:30 am - 4:30 pm£399
OD: Promoting Productivity through Job Design
9 June 2021
Webinar Runs Approx: 9:30 am – 5:00 pm
About this event
Jobs are changing rapidly with the emergence of digital technologies and an ever increasing range of change. Jobs probably won’t disappear as some doomsters may have predicted in the past but they will be different.
Designing jobs is a key role of HR and a key activity within the organisations to ensure productivity and competitiveness in an increasingly cut-throat global market place. With a strategic need to move to a high skill, high pay society, this kind of task cannot be left to the forces of change. It is vital that a proactive approach is taken to harness the power of the organisations greatest resource – its people.
An effectively designed job now must meet the individual employees’ needs as well as the employers. This is a key factor in raising engagement and increasing productivity through autonomy and the ability to find meaning in one’s work.
Attend this training session to consider these factors might be applied within your own organisation.
Who’s it for?
– Chief Human Resources Officers
– HR Directors
– Heads of Talent Management
– Head of Employee Engagement/Experience
– Heads of Organisational Design
– HR Business Partners and other HR staff wanting to contribute more broadly to organisational effectiveness
Session 1: 10.00-11.00
Productivity Links to Job Design
- Requirements for individual safety, health, wellbeing and engagement
- Understanding precarious segments of the workforce and what this means for the organisation
- Designing progressive managerial roles to foster high trust and engagement
- Developing the business case for improved OD and job design
Session 2: 11.15-12.15
What makes a ‘Good Work’ job?
- The importance of workforce management
- Understanding the links of job design with other OD factors such as organisation, team, process and workplace design
- Carry out role and job analysis through analytical tools and the links to job evaluation
- How to build in job specialisation, enlargement, simplification, extension, job crafting, sculpting, enrichment or rotation
- Providing autonomy and flexibility in job and role titles whilst considering consistency requirements
Session 3: 13.00-14.00
Roles and Job Design
- Assisting and supporting people to learn and adapt to new workforce technologies
- Balancing levels of flexibility and security depending upon people as well as organisation needs
- Ensuring diversity across protected characteristics in addition to the broader changes in societies’ expectations, and providing the ability to personalise the employee experience
Session 4: 14.15-15.15
Future Proofing Job Design
- Consider the increasing impact of AI, automation, team and group work and the use of self management and self organisation
- The opportunities provided by the growing contingent workforce and understanding in-demand jobs and talent groups
- Case studies and examples
Session 5: 15.30-16.30
Opportunities for Development and Progression
- Ensuring organisations recognise and develop transferable and soft skills for employees
- Supporting employees to ensure that they understand their personal career drivers and what good work looks like for them
- Not promoting experts to their level of incapability and thus avoiding ‘accidental managers’
By the end of the course you will
Have considered the changing world of work, the impact of technology, business and employment models on job design
Know how to conduct effective job design to ensure ‘good’ work
Appreciate the factors to consider to ensure people have the opportunity to engage in good work
Sarah Burdaky is an international coach and trainer. She helps HR professionals achieve personal and career growth and is an independent strategic people management and organisation development consultant.
She lectures up to CIPD L7 as well as holding Fellowship CIPD status. She also works with the CMI delivering L5 programmes. She has held the post as Head of HR and Organisational development at Blackburn Rovers Football Club.
Her 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.
Sarah has worked with individuals and companies in the UK and Europe, the USA, the Middle East and South Africa.
Recent projects have included developing a 5-week programme for a University to modernise and execute their new style of performance review, advising a private organisation on how to effectively implement apprenticeships into their business, developing the coaching skills of HR professionals who needed to critique the performance of the leadership team and supporting a global manufacturer with their outplacement programme.
Other activities include providing in-house and open training programmes. Her 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.
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