1 Organization Design and Development MGMT E-4000 Class 9 October 29, 2009

2 Organization Development: “Collaborating with organizational leaders and their groups to create systemic change and root-cause problem-solving on behalf of improving productivity and employee satisfaction through improving the human processes through which they get their work done.” -The Center for Human Systems

3 “Organizational development is an ongoing, systematic process to implement effective change in an organization. Organizational development is known as both a field of applied behavioral science focused on understanding and managing organizational change and as a field of scientific study and inquiry. It is interdisciplinary in nature and draws on sociology, psychology, and theories of motivation, learning, and personality.” -“Organizational Development." Encyclopedia of Management. Ed. Marilyn M. Helms. Gale Cengage, 2006

4 Organization Development: “The application of behavioral science knowledge in a long-range effort to improve an organization’s ability to cope with change in its external environment and to increase its internal problem-solving capabilities.” -Organizational Behavior, 9/E, p. 450 Schermerhorn, Hunt, and Osborn

5 Organizational Design: “The way in which managers structure their organization in order to achieve the organization's goals. The formal design of an organization is laid out in an organization chart, which indicates the duties, tasks, and responsibilities of both individuals and departments. Reporting relationships and the number of levels in the organization's hierarchy are other elements in the design. Organizational design has two basic functions: to ensure that information reaches the appropriate person to enable effective decisions to be made; to assist in the coordination of the interdependent parts of the organization.” –"organizational design." A Dictionary of Business and Management Encyclopedia.com. 28 Oct. 2009

6 “ Organization Design is a formal, guided process for integrating the people, information and technology of an organization. It is used to match the form of the organization as closely as possible to the purpose(s) the organization seeks to achieve. Through the design process, organizations act to improve the probability that the collective efforts of members will be successful. …The process of organization design matches people, information, and technology to the purpose, vision, and strategy of the organization. Structure is designed to enhance communication and information flow among people. Systems are designed to encourage individual responsibility and decision making. Technology is used to enhance human capabilities to accomplish meaningful work. The end product is an integrated system of people and resources, tailored to the specific direction of the organization.” –©copyright 1996 by Roy H. Autry, MBA, Ph.D, Inovus, Inc.

7 TALENT MANAGEMENT What is it? Workforce planning/forecasting Recruiting On-boarding Developing Coaching Assessing/evaluating Performance managing Retaining Rewarding Deploying Succession Planning Culture

8 Talent Management Definitions … “having the right people, with the right skills, in the right jobs, at the right time”…(Workforce Management) … “an integrated system for having the right people in place for the organization to succeed”…(Center for Creative Leadership) … “the recruitment, development and retention of talent that is consistent with the needs of the organization”… (The War for Talent) … “the identification, development, and management of the talent portfolio – ie, the number, type, and quality of employees that will most effectively fulfill the company’s strategic and operating objectives”…(The Talent Management Handbook) … “a systemic, fully-integrated organizational process that involves proactively planning ahead to avoid talent surpluses or shortages”…(Corporate Leadership Council)