ORGANIZATIONAL CHANGE

Based on the technological changes in the world, business environment change, competitive pressures, and market conditions the organization implements a process and systematic approach to planning and implementing action plans to change the culture, work environment, business processes, management systems, operations, procedures, policies, strategies, technologies, and structure to improve leadership and human resources, improve operations, solve problems, successfully implement change solutions, overcome challenges and monitor the progress of organizational changes. Radical and comprehensive changes are carried out to transition and transform the organization.

BENEFITS OF ORGANIZATIONAL CHANGE

Organizational culture is built and improved, and the working environment is better; a good organizational culture and working environment will effectively support the change and implementation of business processes, new management systems, operations, procedures, policies, technology, and appropriate new structure will help to implement strategic changes, improve leadership and human resources, improve operations, solve problems, successfully implement change solutions, overcome challenges, and monitor the progress of organizational changes. In addition, organizational change also brings benefits such as improved leadership and business communication, improved products and services, improved employee engagement and retention, leadership and human resource development, increased innovation and creativity, increased competitiveness; increased performance, better decision-making and problem-solving; productivity and performance, better teamwork, achievement of strategic goals leading to increased sales and profits, etc.

ORGANIZATIONAL DESIGN

After the diagnosis and findings of non-conformances of organizational culture business processes, strategic business units, procedures, management systems, organizational communication, business areas, strategic business units, functions, the entire organizational structure, strategies, operations, and human resource management systems that the organization undertakes the design/redesign of all these components. Strategies lead the entire organizational design because strategic directions including mission, vision, and strategic goals help to scientifically and appropriately design business processes, procedures, management systems, organizational structure, strategies, operations, and human resource management systems to carry out the mission, achieve the vision, strategic goals, and business objectives which is also the purpose of the organization design/redesign. Organizational change is also carried out throughout the organizational design process.

BENEFITS OF ORGANIZATIONAL DESIGN

Cultural change supports the entire strategic management process, improving the engagement of all organizational members; they understand what types of culture need to be changed and implemented, they strive to contribute to successful organizational culture change and implementation to enhance leadership and organizational credibility; improve communication and increase commitment to organizational culture change. Design/redesign business processes are to increase the efficiency of inputs and outputs of processes and operations, effectively supporting the strategic management process; design/redesign strategic business units, business regions, and functions to better implement corporate strategies, business strategies and functional strategies; design/redesign procedures are to support the implementation of business processes resulting in improved efficiency and effectiveness of management systems; improve organizational communication, leadership communication and business communication; the entire organizational structure is optimally designed/redesigned to facilitate smooth operations of the entire organization, support organizational change and human resource management systems; capture organizational development opportunities; improve coordination and cooperation in the implementation of functions, business processes, procedures, corporate policies, and business policies; reduce duplication in performing leadership, management, administration and operational tasks; reduce conflicts between people, functions, business areas, and strategic business units; create a culture of innovation and creativity; design/redesign of human resource management system helps to reduce employee turnover, more reasonable salary and benefits system; improve internal promotion policy and implement reasonable succession. The most important benefit is to help better implement functional strategies, business strategies, corporate strategies, etc.

ORGANIZATIONAL DEVELOPMENT

Organizational development supports organizational change, change management systems, and organizational transformation. Organizational development sets goals and uses tools, methods, and intervention techniques to deliver organizational communication throughout the organizational development process; supports organizational design to develop the implementation of corporate, business, and functional strategies, the entire organizational structure, and business processes. Supports the improvement of human resource management systems. Enhances the company’s capability to coordinate the implementation of cultural change, leadership processes, management processes, and business processes; solves problems and makes better decisions, and improves organizational performance. Increases efficiency and coordination in the implementation of procedures, policies, and business processes across the entire designed/redesigned organizational structure.

BENEFITS OF ORGANIZATIONAL DEVELOPMENT

Organizational development improves leadership and business communication, improves products and services, increases sales and profits; continually improves all organizational activities; increases productivity, efficiency, and organizational performance; develops leadership, develops management, and develops human resources; improves the work environment; enhances employee engagement and morale, adapts quickly to organizational change, improves teamwork; improves leadership, management, and operational skills; makes the organization more flexible and agile to respond to changes in the business environment and challenges in an uncertain business environment; creates a culture of innovation and creativity. The most important benefit and output of the organizational development process is achieving business success and sustainable growth of the organization, etc.

ORGANIZATIONAL TRANSFORMATION

Organizational transformation is a form of organizational change but is a transformation of the entire organization called transformational change which includes the transformation of the entire organizational structure. Organizational transformation is a strategic and process approach; diagnosing the current state of the organization to create an organizational transformation roadmap, using change methodologies, change tools, management tools, organizational interventions, and best practices to move the organization to a desired future. Options in the organizational transformation plan include restructuring/downsizing/re-engineering the organization, changing leadership style and type of leadership, addressing issues of organizational culture change to link organizational culture with the implementation of strategies, and improving operational management.

BENEFITS OF ORGANIZATIONAL TRANSFORMATION

Organizational transformation achieves results in restructuring/downsizing/reengineering the organization, new leadership styles and appropriate leadership types; addressing issues of changing organizational culture to link organizational culture to successful strategy implementation and improves operations management; attracting talents to join the organization, improving the organizational climate, better team spirit, increasing the correlation between employees, increasing engagement, promoting and improving the human resource management system, recognizing and creating personal values. Good transformation results will strengthen the brand and influence of the organization in the market and society, improving the organizational culture, improving the organizational performance, improving competitive advantages, improving the culture of innovation and creativity, improving the skills of changing the organization, changing the entire organizational structure, achieving organizational performance, etc.

ORGANIZATIONAL CHANGE, DESIGN, DEVELOPMENT, AND TRANSFORMATION TRAINING COURSE

TRAINING METHODOLOGY
DRN highly appreciates and encourages students to prepare to read materials before class and actively participate in class discussions. Interactive instructional methods such as case studies, exercises, and activities will be used throughout the sessions.

PARTICIPANTS

For all members of businesses and organizations’ Organizational Change, Organizational Design, Organizational Development, and Organizational Transformation Consulting Project Team, the Organizational Change, Organizational Design, Organizational Development, and Organizational Transformation training course is held at businesses and organizations’ offices and locations. In addition, students nominated by businesses and organizations to attend Organizational Change, Organizational Design, Organizational Development, and Organizational Transformation training courses do not include the Organizational Change, Organizational Design, Organizational Development, and Organizational Transformation Consulting Project at businesses and organizations’ offices and locations.

OBJECTIVES OF THE TRAINING COURSE
Understand organizational change, organizational design, organizational development, organizational transformation foundations, aspects, approaches, planning, organization, models, frameworks, principles, tools, techniques, skills, strategies, interventions, governance, leadership, processes, interactions and linkages, and practices. Change management, organizational design, organizational development, change transformation, and organizational transformation guidelines.

OUTCOMES OF THE TRAINING COURSE
Apply to practice approaches, planning, organization, models, frameworks, principles, tools, techniques, and interventions in the change management process, organizational design, organizational development, transformational change, and organizational transformation.

TRAINING COURSE CONTENT AND SCHEDULE
Day I
What is an organization? Why do organizations exist? Models of organizational change. Foundational models of organizational change and development. Models and sources of change. New approaches and models for change. How organizations manage change from the inside out. Change: build it with quality! Personal change. Team change. Leading change. The diagnosis. Shaping change strategies. Make a change plan. Choosing change interventions. Leadership and people management in the change process. Implement and review change progress. Communicating change.

Day II
Motivate and support others to change. Make and track changes. Managing transitions. Evaluate and institutionalize change. Sustain change and learning. Understand the different aspects of change management. Tips for successful change management. Leadership and corporate culture management. Dealing with an individual who is resistant to change. How to guide employees through stressful times – key steps. Principles for guiding organizational change. Small business change management. How to lead and influence change? Consciousness at work – Personal survey. Change strategy and change results. Employee engagement and profitability. Change Acceleration – steps to make change happen faster. Overcome resistance to change. Strategies to help reduce stress and anxiety.

Day III
Introduction to organizational development. History of organizational development. The evolution of organizational development. Organizational development versus human resource management. Why is organizational development important? Participate in organizational development practices. Main activities in the stage of entering the organizational development process. Clarify organizational issue(s). Identify relevant stakeholders in organizational development. The importance of engaging stakeholders. Assess the level of readiness for change. Plan levels of participation. Select organizational development practitioners. Challenges and approaches in organizational design. Overview of key organizational design frameworks. Systems approaches to organizational design. Organizational design skills. Principles of organizational design. Organizational design and strategy. Technological structural interventions; restructuring organizations: structural design, downsizing, reengineering. Employee engagement interventions. Job design approaches. HR interventions: performance management – Performance management model, goal setting, performance evaluation, reward system. Talent management: mentoring and coaching, management and leadership development interventions, planning and career development interventions.

Organizational change and development interventions: individual and group process approaches. Individual and group process interventions. Process consultation. External interventions. Team building. Organizational process approaches. Intergroup relations interventions. Large group interventions.

Day IV
Workforce diversity and health: workforce diversity, employee stress, and health interventions. Strategic change interventions. Transformational change. Characteristics of transformational change, organizational design, integrated strategic change, culture change. Continuous Change: building dynamic strategies, organizations that design themselves, organizations that learn, organizations that build for change. Trans-organizational change: cross-organizational rationale. Mergers and acquisitions. Strategic alliance interventions. Network interventions. Evaluate organizational development. Success factors for effective organizational development in practice. The emergence of organizational transformation. The rapid actions of transformational change. Analytical tools and techniques. Strategic interventions: product/service strategic interventions, structural strategic interventions, financial strategic interventions, collaborative strategic interventions, strategic interventions, and another strategy. Operational interventions. Cultural interventions. Future trends for organizational transformation.

Day V
Organize and plan for the transition. Technical organizational redesign: introduction to Technical Redesign. General technical redesign of the enterprise. Detailed technical redesign of work processes. Redesign HR processes. Evaluate and incorporate redesigned systems. Integrate transformation.

Day VI

Groups practice models of organizational change, changing organizational values, organizational development, and organizational transformation.

INSTRUCTION LANGUAGES
Vietnamese or English

TRAINER
Dr. Phuoc D. Nguyen

TRAINING METHODS
Participate in classes directly at the Business location

ASSESSMENT 
Teams practice organizational change, organizational design, organizational development, and organizational transformation exercises.