MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian
Apr 03, 2026 10:59
· 6:18
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Welcome to the session on the role of HR in organizational design.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
In this session, we will understand about the role of HR in organizational design.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
In years gone by, HR only became involved in organizational design late in the process
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
with a narrow focus on job profiling and implementation.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Today, organizational design capability and skills have become critical to the text toolbox
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
of any HR generalist, with HR being called upon more to lead and facilitate the organizational
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
design process.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Deeper specialist expertise in organizational design is also becoming more prominent in
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
newer operating models, with many centers of excellence structures now having access to
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
a dedicated OD team.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
This is a positive move, as business performance challenges are often a result of poor organizational
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
design.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Creating closer alignment between organizational design, talent, reward and performance function
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
will deliver positive value for the organization.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Another development to note is a movement towards meaningful work and ensuring that employee can
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
find purpose within their job.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
To achieve this, we need a new perspective on organizational design that views the organization not only through
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
the lens of process and outcomes, but also through the lens of human behavior.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
When starting on an organizational design initiative, the first step HR needs to take is to understand
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
the current reality and the current reality, says Dieter Weltsman.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
We often jump straight into defining the to-be state of the organization, but I have found that starting
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
with the as-is is crucial to align insights that will inform the new future design.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Being data-driven is crucial, and the as-is analysis should collect multiple data points to understand the strengths and limitations of the current design,
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Weltsman explains.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Three critical success factors that HR needs to consider for any organizational design project.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
1. Get the right stakeholders around the table with the appropriate knowledge, insight, and power to make decisions.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
2. Use a data-informed approach that validates design assumptions throughout the process.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
3. Trust in the process and work according to a set roadmap.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
The steps in an organization design process build upon each other.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
By skipping steps due to time or resource constraint, we risk making the wrong design decisions that will negatively impact the ability of the organizational design model to deliver value.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
4. Culture and organizational design.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Different cultures lead to different organizational designs.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
An internally focused organization will have more collaboration, while an externally focused organization will have more customer-facing project groups and business units.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
5. Similarly, a high-stable organization has clearly defined business units, while a flexible organization has much more market-focused horizontal overlay units that use different specialists to create customer value.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
So here, there is a team charter template.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
It consists of several questions and the answers.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
6. What are our objectives, what are our objectives, who is involved, how will we measure progress, who will do what, what are our milestones, what are our expectations.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
So, if you can find the right answers for all these questions, then you can understand how efficient the organizational design is.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
7. Break for questions.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
8. Workers' acceptance of change is a characteristic of which type of culture?
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
8. Team culture.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
9. Collaborative culture.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
9. Group culture.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
10. Collective culture.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
10. So, workers' acceptance of change is a characteristic of collaborative culture.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
11. Collaboration means there should be a proper understanding, communication and
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
coordination between the teams in the organization, between the team leaders and the team members.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Question number 2. Which one of the following is considered as a dimension of organizational design instead of a determinant of organizational design?
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
A. Strategy.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
B. Centralization.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
C. Organization size.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
B. Centralization because all the other three are elements of an organizational design.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
So, centralization is a dimension of organizational design.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Centralization means decision-making authority is centralized at the top.
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Speaker 2 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
In this session, we have understood about the role of HR in organizational design.
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Speaker 3 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
And, happy learning.
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Speaker 1 (MBA_OB_unit 5_week 13_seq6_The Role Of HR_pandian)
Thank you.
ཡིག་སྒྱུར་འདི་ བཅོས་མའི་བློ་རིག་ (སྒྲ་ངོས་འཛིན་བྱེད་པའི་འཕྲུལ་རིག་) གིས་བཟོ་སྟེ་ཡོདཔ་ཨིན། ནང་ལུ་འཛོལ་བ་ཡོད་སྲིད་པ་ལ་ གལ་སྲིད་ཁག་ཆེ་བའི་དོན་ལས་ ངོ་མཚར་སྒྲ་སྐད་དང་བསྡུར་ཞིབ་དཔྱད་འབད་དགོཔ་ཨིན། བཅོས་མའི་བློ་རིག་གི་སྲིད་བྱུས་
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