Asian Multi Disciplinary Conference
Asian Multi Disciplinary Conference
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Pre-Conference Workshops

We will conduct following workshops before commencement of the conference:

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1 DAY HANDS ON WORKSHOP ON PLS SEM USING SMARTPLS

Basic concepts of Structural Equation Modeling (SEM) Measurement Model: Formative and Reflective Indicators reliability Internal consistency reliability Convergent validity Discriminant validity Structural Model Testing hypothese

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Free Accordion Module

Series 6: Organization Development and Change (OD)

Course Title

Organization Diagnosis

Course Code

OD1.1

Duration

3 days

Course overview

Organization development without diagnosis is typically like medication without diagnosis. Organization diagnosis helps in understanding the bottom lines and root cause of any business problem. However, in practice many OD practitioners (internals and externals) design OD and launch interventions without any formal diagnosis. Eventually, probability of the success of such interventions is minimized. This training course offers an opportunity to the managers and OD practitioners in developing ability to diagnose.

Objectives

The training will guide the voyage of learning through exploring following questions:

·         What is organizational diagnosis?

·         How to validate relevance of the problem?

·         How to frame the problem?

·         How to collect and analyze data?

·         How to validate results of diagnosis?

Target Groups

OD consultants, HR professionals, managers and senior managers

Target Sectors

CS, DS, PB and AS

Methodology

A series of lectures, individual and group exercises, case studies and issue-specific discussions will guide the participants to acquire learning

Lecture

Exercises

Case study

Discussion

-

 

Workshop Outline

Major themes covered by training will include:

·         Understanding the process of organizational diagnosis

·         Understanding the nature of organizations

·         Defining criteria for success (organization’s health and effectiveness)

·         Use of Open System Theory in diagnosis

·         Diagnosis at organizational level

·         Diagnosis at group level

·         Diagnosis at individual level

·         Selection of instruments for diagnosis

·         Conducting diagnosis

·         Interpreting results of diagnosis

·         Seeking feedback and validating results

·         Action-planning

 

 

Course Title

Managing change at workplace

Course Code

OD1.2

Duration

3 days

Course overview

Change is inevitable. If it is managed appropriately, it can help in producing the desired outcomes. But if it is not managed properly, it can produce lethal effects for the organization. Unfortunately, most of the change initiatives fail. Hence, the organization and managers must learn how to design and manage initiatives. This training workshop will expose the participants to a systematic process of developing ability to design, implement and evaluate change initiatives.

Objectives

The training will guide the voyage of learning through exploring following questions:

·         What is planned change?

·         What is the change process and stages of change process?

·         How to manage stages of change process?

·         How to carry out stakeholder analysis and assess magnitude of status quo?

·         How to assess readiness for change?

·         How to design, implement and evaluate change initiatives?

Target Groups

HR professionals, managers and senior managers of SMEs

Target Sectors

CS, DS, PB and AS

Methodology

A series of lectures, individual and group exercises, case studies and issue-specific discussions will guide the participants to acquire learning

Lecture

Exercises

Case study

Discussion

Role Play

 

Workshop Outline

Major themes covered by training will include:

·         Understanding the concepts of change and planned change

·         Creating business plan for change

·         Stakeholder Analysis

·         Analysis of status quo and complacency

·         Assessing readiness for change

·         Designing change initiatives

·         Kurt Lewin Model of Change

·         ADKAR Model of Change

·         Leading change and facilitating commitment for change

·         Understanding resilience

·         Preventing failure

·         Evaluating change initiatives

·         Action-planning

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