Overview:

Redefining work at a fundamental level will require a major transformational change for organizations in all sectors. At the forefront of this transformation is “Workforce Development.” This will require organizations to build stronger collaborative relationships that mutually address emerging needs and unique skillsets at all levels of the organization. As organizations identify and redefine the “what, why, where and how”, internal support structures will need to be redefined. The importance of organizations and individuals working with the same mission, vision, goals will be critical to remain competitive. To accomplish this, a transformational change of culture will be needed, one that fosters adaptive change and communicates the same message at every level of an organization. Systems Thinking is emerging as a core requirement needed to make this transition. Implementing actions that deliver value will require a human-centric work redesign and new capabilities, both of which necessitate organizational transformation at the Enterprise level. Organizational agility and reliability will be crucial to make faster and better decisions that enable the integration of existing solutions with new technologies. The ability to recruit, develop, and retain workers will depend on the ability of the organization to align people with the skills needed to function and adapt to these changing times. However, organizations can sensibly establish a workforce development plan that incrementally adapts to these changes, engaging leaders to understand the dynamics of these changes. This will provide an innovative response to the emerging needs and opportunities of their current and future workforce, while providing the flexibility for them to develop and grow with industry needs.

What You Will Learn:

This 96-hour program is delivered over nine months in six modules.  At the completion of the program, students will demonstrate mastery of:

• A systems based decomposition of your organization. This allows you to understand and predict your organizational behaviors and develop a people-centric strategy.
• The ability to define the key issue or issues facing your organization and prioritize them effectively.
• The ability to utilize your performance measurement system as a basis for productivity transformation which is aligned with employee quality of life.
• The ability to utilize a reliability and resilience platform for system improvement. This platform allows for the development of servant leaders who develop systems that allow employees to succeed and reduce their stress.
• The ability to integrate employee motivation, engagement and cultural alignment to minimize sustainability risk.