[Virtual Training]

Designing Jobs / Roles for Good Work and Increased Productivity

A one-day live virtual training course 

 

18 June 2020, 10.00am – 04.30pm 

Course Introduction

Designing Jobs / Roles for Good Work and Increased Productivity

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 companies improve productivity and their ongoing performance.

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.

And jobs are also vitally important to job holders and are still the main basis of the way people experience their work, and whether they will be engaged. It is therefore a major concern that, according to the World Economic Forum, a growing number of people think their jobs are useless. We need jobs which will allow people to use their intrinsic motivation rather than relying on extrinsic manipulation.

Job design used to be a key part of HR but other than at executive levels has received less attention over recent years. However, the need to improve productivity and low levels of engagement together with new opportunities for using digital technologies, 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.

The course now also contains specific focus on job design during and beyond the coronavirus pandemic crisis, for example, by providing greater flexibility in broader roles and how jobs are performed, through flexible working, etc.

Virtual Training

Dedicated 6.5 hours of live virtual training

The Trainer

Jon Ingham

Executive Consultant, Strategic Dynamics Consultancy Services
Based in the UK

More About The Trainer

  • Assumed the roles of Head of HR, HR Director and Consultant in large organisations such as Ernst & Young and Accenture
  • Served as Professor in Strategic Management, HR and Change Management at the American Institute of Business and Economics (Moscow, Russia) and Cotrugli Business School (Zagreb, Croatia)
  • Recognised as the #1 Top Global Online Influencer in Talent Management, 2010, the 7th Most Influential HR Thinker in the UK, 2013 and a top global HR tech influencer, 2019
  • Increased profits (EBITDA) per employee by 45% over 6 months and reduced costs by £10 million per year at large organisations in the UK
  • Author of the books ‘Strategic Human Capital Management: Creating Value through People’ (2006) and ‘The Social Organization’ (2017), contributor to the book ‘The Talent Management’ Handbook’ (2015), and writer of over 20 articles published in various well-respected HR journals

Agenda

Course Outline

  1. Reinventing Jobs to Improve Productivity
  2. Re-orienting Jobs towards Good Work
  3. Designing Roles and Jobs
  4. Reviewing Potential Job Changes in the 4th Industrial Revolution
  5. Providing Better Opportunities for Progression

Short breaks are given in between modules for better engagement.

Please contact  Hemalatha Siranjeevi – hemalathas@humanresourcesonline.net or Renamel Toorres – renamelt@humanresourcesonline.net for more information.

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Key Takeaways

How You Can Benefit!

• Understand how to use job design as a key enabler for business success and competitive advantage
• Be able to conduct effective job design as part of organisation or process design or to inform job evaluation etc.
• Have reviewed the range of factors that need to be considered to ensure people have the opportunity to engage in good work
• Have had the opportunity to consider changes in the world of work and how job design is being impacted by new technologies and employment models etc.
• Be able to design jobs to meet the needs of job holders as well as being able to implement the tasks required by the business
• Be able to use job design tools to help your organisation prepare for the future rather than simply meet business objectives today

Who Should Attend

• Chief human resource officer
• HR director
• Job designer or analyst
• Business process designer wanting to ensure processes get used effectively
• Head of organisation design, organization effectiveness, etc
• Heads of talent management
• Heads of employee engagement / experience
• Heads of talent acquisition / recruitment
• HR business partner, or HR professional, wanting to contribute more broadly to organisational effectiveness
• Business leader, with responsibility for organising people in your own business.
• All other professionals / business stakeholders involved in innovating organisation design approaches, processes or systems.

Masterclass Pricing

Group Discount: 10% off for Group Registrations of 3 delegates or more

Testimonials

What Clients Are Saying

“Jon is a very experienced trainer who gave us lots of insights and real-life practical examples. What we are doing now made complete sense to me.”

– HR Business Partner, Discovery Networks Asia Pacific

“This course offered excellent content with an extremely knowledgeable and experienced trainer.”

– Head of Reward, IKEA

“This course gave me a much better understanding of HRBP concept. I particularly liked the way Jon delivered the course.”

– Deputy General Manager, HR , S P Setia 

“Jon delivered a great course that helped me understand the HRBP model much better.”

– Senior HR Manager, The Walt Disney Company

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