The 7ODD Organization Design and Development curriculum is a CIPD requirement. It emphasises on giving learners with the knowledge and abilities necessary to acquire a critical grasp of the organization's theory and conceptual framework. Additionally, it enables the establishment of organisational development ideas and practices. Both organisation design and development are key components of learners' understanding of organisations, their functioning, and their existence within the framework of organisation theory.
What is the Module's Purpose and Objective?
This cipd level 7 module primarily focuses on decisions regarding the most appropriate organisational structure(s) to ensure the organization's activity is delivered. Organization design is concerned with modelling an organisation in order to maximise its effectiveness and flexibility in service delivery.
By removing departmental boundaries, fostering increased supply chain efficiencies, fostering cooperation and collaboration, and focusing on customer management and retention, organisations may not only improve their performance but also ensure that their aims and goals are met.
As such, organisation design activities are concentrated on determining the most appropriate organisational structures, interactions between departments, divisions, and allocation of work activities, including the description of assignments, roles, and responsibilities. Organizational design is inextricably linked to performance management in that it enables the measurement and management of effective work and product delivery.
Additionally, this subject examines how an organization's culture, beliefs, and environment contribute to and enhance the organization's performance and adaptability. Organizational development, by definition, is a deliberate and methodical approach to allowing sustained organisational effectiveness via the engagement of its people. As such, this may involve the manner in which organisational members gain new information, abilities, and behaviours in order to perform tasks differently. This might be a component of implementing continuous improvement initiatives.
Additionally, the concept of 'learning organisation' is studied as an organisation development method that may be used in conjunction with other organisational change efforts. The importance of cultural awareness in managing the outputs of design and development methods, the practical application of organisation design and development principles, and the implications for good organisation management and professional practise are all discussed.
As such, this module necessitates a professional and ethical examination of theory and practise. This is because it provides opportunity for applied learning and career advancement.
Who is a Good Candidate for this Module?
The following individuals are qualified to enrol in this module. They include people who: • Are accountable for human resource decisions at the tactical, strategic, or operational levels of the organisation.
• Are accountable for human resource functions inside the organisation but lack specialised knowledge.
• Are employed or self-employed consultants who assist organisations in achieving their objectives or targets.
• Are employed in human resources and wish to pursue CIPD professional membership.
• Are human resource professionals who now hold a functional management position in human resources and wish to advance their careers.
What are the Educational Objectives?
After completing this module, learners should be able to comprehend, analyse, and evaluate the following: • The design possibilities available for organisational structures and relationships.
• The historical and theoretical foundations of organisational design and development in the context of organisational value and contribution.
• Organizational development methods and procedures, as well as a study of their strategic impact.
• Processes and mechanisms that must be in place to ensure the continued existence of such structures and linkages.
• The culture, conventions, and practises of the organisation.
• Change management techniques based on the application of organisation development strategies that can aid in the design and realignment of an organisation.
• Importance of the human resources role in advising on organisational design, development, and execution.
What are the Evaluation Criteria?
At least 50% of the module's learning outcomes should be assessed summatively. The remaining 50% is evaluated via formative assessment activities such as: • Examinations • Reports
• Ensures that work-related activities are integrated
• Assignments • Case studies • Timed tests
• Projects
Additionally, competency-based assessment may be used in centres that use this recognised form of assessment. They may choose from the CIPD Assessment Bank or create their own, which must be approved by the CIPD before to use.
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