Organizational Development Certificate
$197.00
This certificate is designed to provide participants with the knowledge and skills necessary to effectively manage organizational development activities within their organizations.
Organizational Development Certificate
Course Overview:
This certificate is designed to provide participants with the knowledge and skills necessary to effectively manage organizational development activities within their organizations.
The course covers topics such as organizational change, team building, leadership development, and training and development.
Upon completion of this certificate, participants will be able to identify the different types of organizational changes that can occur within an organization and understand how to manage these changes effectively. They will also be able to create and implement effective team-building strategies within their organizations and develop leadership skills that can help them foster a positive work environment. Additionally, participants will gain an understanding of how to design and deliver training and development programs that meet the needs of their employees.
This certificate is ideal for individuals who are currently working in or interested in organizational development and human resources. This certificate is also beneficial for those who wish to gain a better understanding of how to manage change within an organization and develop the necessary skills to lead successful teams.
Course Objectives:
Upon completion of this course, participants will be able to:
– Understand the different types of organizational changes that can occur within an organization.
– Identify the signs that an organization is ready for change.
– Understand how to manage organizational change effectively.
– Develop team-building strategies that are tailored to the needs of their organization.
– Implement team-building activities that promote collaboration and trust within teams.
– Develop leadership skills that can help them foster a positive work environment.
– Understand the different types of training and development programs that are available.
– Select training and development programs that meet the needs of their employees.
– Deliver training and development programs in an effective manner.
Curriculum:
Module 1: Organizational Change
In this module, participants will learn about the different types of changes that can occur within an organization and the factors that can trigger these changes. They will also understand how to manage organizational change effectively.
Topics covered in this module include:
– The different types of organizational changes.
– The factors that can trigger organizational change.
– How to manage organizational change effectively.
Module 2: Team Building
In this module, participants will learn about the importance of team building and how to create and implement effective team-building strategies within their organizations. They will also understand how to select team-building activities that are tailored to the needs of their teams.
Topics covered in this module include:
– The importance of team building.
– How to create and implement effective team-building strategies.
– How to select team-building activities that promote collaboration and trust within teams.
Module 3: Leadership Development
In this module, participants will learn about the different types of leadership styles and how to develop the necessary skills to become an effective leader. They will also understand how to foster a positive work environment that promotes employee engagement and satisfaction.
Topics covered in this module include:
– The different types of leadership styles.
– How to develop the skills necessary to become an effective leader.
– How to foster a positive work environment.
Module 4: Training and Development
In this module, participants will learn about the different types of training and development programs that are available. They will also understand how to select and deliver training and development programs that meet the needs of their employees.
Topics covered in this module include:
– The different types of training and development programs.
– How to select training and development programs that meet the needs of employees.
– How to deliver training and development programs in an effective manner.
Module 5: Organisational Development Intervention
In this module, participants will learn about the different types of organisational development interventions and how to select and implement the most appropriate intervention for their organisation. They will also understand how to evaluate the effectiveness of organisational development interventions.
Topics covered in this module include:
– The different types of organisational development interventions.
– How to select and implement the most appropriate organisational development intervention.
– How to evaluate the effectiveness of organisational development interventions.
Module 6: Organisational Design
In this module, participants will learn about the different types of organisational designs and how to select and implement the most appropriate design for their organisation. They will also understand how to create an organisational design that promotes employee engagement and satisfaction.
Topics covered in this module include:
– The different types of organisational designs.
– How to select and implement the most appropriate organisational design.
– How to create an organisational design that promotes employee engagement and satisfaction.
Module 7: Restructuring an Organisation
In this module, participants will learn about the different types of organisational restructuring and how to select and implement the most appropriate restructuring for their organisation. They will also understand how to manage the process of organisational restructuring in a way that minimises employee disruption and maximises organisational efficiency.
Topics covered in this module include:
– The different types of organisational restructuring.
– How to select and implement the most appropriate organisational restructuring.
– How to manage the process of organisational restructuring.
Module 9: Human System & Synchronisation
In this module, participants will learn about the importance of human systems and how to ensure that they are aligned with the organisational goals. They will also understand how to create a system that promotes employee engagement and satisfaction.
Topics covered in this module include:
– The importance of human systems.
– How to ensure that human systems are aligned with organisational goals.
– How to create a system that promotes employee engagement and satisfaction.
Module 11: Developing a Strong Organisational Culture
In this module, participants will learn about the importance of organisational culture and how to develop a strong culture that meets the needs of employees. They will also understand how to create an organisational culture that promotes employee engagement and satisfaction.
Topics covered in this module include:
– The importance of organisational culture.
– How to develop a strong organisational culture.
– How to create an organisational culture that promotes employee engagement and satisfaction.
Module 12: Knowledge Management
In this module, participants will learn about the importance of knowledge management and how to develop a system that meets the needs of employees. They will also understand how to create a knowledge management system that promotes employee engagement and satisfaction.
Topics covered in this module include:
– The importance of knowledge management.
– How to develop a knowledge management system.
– How to create a knowledge management system that promotes employee engagement and satisfaction.
Module 13: Creating a Better Organisational Development Experience
In this module, participants will learn about the importance of creating a positive organisational development experience for employees. They will also understand how to create an organisational development process that promotes employee engagement and satisfaction.
Topics covered in this module include:
– The importance of creating a positive organisational development experience.
– How to create an organisational development process that promotes employee engagement and satisfaction.
Module 14: Employee Alignment to Organisational Development Goals
In this module, participants will learn about the importance of aligning employees with organisational development goals. They will also understand how to create an alignment process that promotes employee engagement and satisfaction.
Topics covered in this module include:
– The importance of aligning employees with organisational development goals.
– How to create an alignment process that promotes employee engagement and satisfaction.
Delivery Method:
This course is delivered online through self-paced study. Participants will have access to the course material 24 hours a day, 7 days a week. They can complete the course at their own pace and have up to 12 months to finish the program.
Why attend this course on organizational development?
Key tactics, programs, plans, and procedures for an entire business might be overwhelming. Our globally accessible Organizational Development Certification Course is designed to specifically assist and benefit senior management in the area of human resource and system organizational development.
Perhaps you feel stuck in your current organization, or maybe you’re looking to start your own business and want to learn about building a strong foundation. This course covers a variety of topics that will help you understand how organizations function and what factors contribute to their success or failure. By the end, you’ll have practical tools and insights that you can use to improve your work environment, no matter what context it’s in.
To solidify a leader’s grasp of the ‘Organisational Development System, Key Factors of Organizational Structure, and Strategic Methods,’ this course has projects and assignments, quizzes and case studies to help employees have a superior experience with Organisational Development.
After completing this course, students will not only understand the theories and topics in the syllabus, but they’ll also be Organizational Development strategists who can lead teams and align their goals.
Our training curriculum will help department heads in implementing change for the better by providing a structured approach that considers people, procedures, and the impact of change.
At AcademyFlex, we use every tool at our disposal to remind our delegates to translate rules, laws and systems for employees in a way that they can understand and relate to.
Leaders will not only learn about the benefits of a strong organizational culture, but they will also see the negatives effects of a weak one.
This course is designed to help you create a culture of success and value in your workplace. By introducing strategies for involving employees and improving their quality of life, your organization will be better able to adapt, innovate, and excel!
Organizational Development Glossary:
Organizational Development: The process of designing and implementing plans to improve the efficiency and effectiveness of an organization.
Organizational Structure: The way that an organization’s personnel are arranged into departments and divisions.
Strategic Planning: A process for setting goals, identifying actions to achieve those goals, and allocating resources to carry out those actions.
Human Resources: The personnel of an organization, including the workers, managers, and other staff members.
Change Management: A process for dealing with changes to the structure, personnel, or operations of an organization.
Employee Development: Programs and activities that improve the skills and knowledge of employees.
Training and Development: Programs and activities designed to improve the performance of employees.
Performance Management: A process for setting goals, assessing progress, and providing feedback to employees.
Career Development: Programs and activities that help employees plan and prepare for advancement within an organization.
Organizational Culture: The values, beliefs, and norms of an organization.
Diversity: The inclusion of people from different groups, with different backgrounds, in an organization.
Inclusion: The active involvement of employees in the life of the organization.
Employee Engagement: The level of commitment and enthusiasm that employees have for their work.
Work-Life Balance: The ability of employees to maintain a healthy balance between their work and personal lives.
System thinking: A system is a set of interconnected parts that work together to achieve a common goal. A system thinking approach is concerned with how the parts of a system interact with each other and how they affect the overall performance of the system.
Self development plan: A self development plan is a document that outlines the steps you need to take to achieve your goals. It is a tool that can be used to track your progress and keep you motivated.
Professional development: Professional development is the process of acquiring the skills, knowledge, and experience needed to excel in your chosen career. It can involve attending workshops, taking courses, or reading books.
Change initiatives: Change initiatives are projects or programs that are designed to bring about change within an organization. They can be used to improve the efficiency of an organization, to Introduce new products or services, or to respond to changes in the external environment.
Competency assessment: A competency assessment is a process for assessing the skills, knowledge, and abilities of employees. It can be used to identify training needs or to evaluate job candidates.
Formal training: Formal training is a type of professional development that involves taking courses or attending workshops. It is typically provided by an organization, such as a university or trade school.
Action research model: The action research model is a process for designing and implementing plans to improve the efficiency and effectiveness of an organization. It involves four steps: diagnosis, planning, implementation, and evaluation.
Organizational design: Organizational design is the process of creating or modifying the structure of an organization. It can involve redesigning departments, creating new positions, or changing the way work is done.
Change models: Change models are frameworks that can be used to guide the implementation of change within an organization. They can be used to assess the impact of a proposed change, to develop a plan for implementing the change, or to evaluate the results of a change initiative.
Systems approach: The systems approach is a way of thinking about the world that views it as a series of interconnected systems. This approach can be used to understand and manage complex organizations.
Designing interventions: An intervention is an action or activity that is designed to improve the efficiency or effectiveness of an organization. It can involve changes to the way work is done, the introduction of new technologies, or the implementation of new policies.
Culture change: Culture change is the process of transforming the values, beliefs, and norms of an organization. It can be used to improve the performance of an organization or to respond to changes in the external environment.
Organizational Development Process: There are four steps in the organizational development process: diagnosis, planning, implementation, and evaluation.
1. Diagnosis: The first step in the process is to diagnose the problem or opportunity that the organization is facing. This involves identifying the root causes of the issue and understanding the current state of the organization.
2. Planning: The second step is to develop a plan for addressing the problem or opportunity. This plan should include specific goals and objectives, as well as a timeline for implementation.
3. Implementation: The third step is to implement the plan. This involves putting the plan into action and making sure that it is carried out properly.
4. Evaluation: The fourth and final step is to evaluate the results of the organizational development process. This evaluation should include a review of the goals and objectives, as well as a assessment of the impact of the process on the organization.
