Center for Effective Organizations

Human Resources Director cites decades-long research by LAWLER, Distinguished Research Professor Emeritus of Business, finding forced removal of poor performing employees may not be the most effective solution to productivity.

LEVENSON, research scientist, joins AIRTALK to discuss how employers and HR specialists are managing a near 10% uptick since 2019 in white-collar employees taking sick leave.

LEVENSON, research scientist, offers analysis of the value proposition and strengths of job application automation platform start-up WeApply in an LABJ profile of the LA-based startup.

JENNIFER DEAL, senior research scientist at the CENTER FOR EFFECTIVE ORGANIZATIONS, authors a piece that looks at the root of employee dissatisfaction and how managers might approach concerns from a unique angle.

DEAL, senior research scientist, contributes to a WSJ piece looking at what companies should be doing to design effective internship programs.

The Association of ERGs & Councils released their annual list of the Top 25 US Employee Resource Groups, Top 10 Enterprise-Wide ERGs, Top 10 Diversity Action and Executive Sponsor Recognition Awards.

Our Senior Researchers have designed a multidisciplinary approach that spans strategy, organization design, technology systems, data and analytics, leadership, and strategic HR. [subscription]

The Daily Energy Pulsing Project was launched to help individuals learn through a daily reflection process.

During design we spend so much time figuring out the lines and boxes but how often do we bridge the organization chart and design with a key driver of behaviors: compensation?

In this webinar, we’ll explore the crucial intersections between organizational design, compensation frameworks, and the intended and unintended outcomes they shape. We’ll discuss a case study on incentives gone wrong, highlighting the legal and ethical pitfalls of misaligned pay plans.

Key Takeaways:

 Learn why compensation is a critical blind spot in typical organization design efforts

 Review how incentives and structures combine to enable certain cultural behaviors

 Examine a case study showcasing the real-world risks of not having a proper compensation org structure

 Discover best practices for integrating compensation leaders into org design decisions

Join us to discover why compensation deserves a seat at the organization design table!

This webinar addresses the evolving role of the Human Resources Business Partner (HRBP) and ways to strategically move beyond Ulrich’s original design. Despite the widespread adaption of the HRBP role, many HR functions struggle to deliver measurable business value. The problem: HRBPs are pulled into operational firefighting, diverting them from strategic work essential for achieving desired business outcomes. The webinar proposes a significant pivot in HR structure and operations, emphasizing a focus on the capabilities crucial for successful strategy execution.

The proposed pivot involves adopting new design criteria for HR and HRBPs, centered around delivering the necessary workforce and strategic capabilities that directly contribute to desired business outcomes. Needed changes to the HR function can range from role redesign and competency upgrading to restructuring the entire HR function.

Deepen your understanding and sharpen your skills

Organizational design is a cornerstone of competitive advantage and performance. The ability to design organizations that are efficient enough to drive performance and flexible enough to sustain advantage is a fundamental capability in today’s dynamic and competitive environment. Dynamic strategies call for new organizational forms that pose complex new design challenges at all levels and in all sub-systems of the organization.

This workshop provides participants with the principles, frameworks, and tools of organization design for those who wish to develop a deeper understanding of the topic. It also addresses the ever-increasing challenges created by a growing digital economy where work, change, and design issues are merging.

Attendees might include:

 Human Resource Professionals

 Line Managers and Design Teams

 Internal Corporate Consultants

 Organization Development Professionals

Attendees are eligible to earn up to 21 SHRM PDCs (Professional Development Credits).

Develop your skills to ensure successful organization design activation

This course is only open to individuals who have already attended Part I: Strategic Organization Design Workshop. Once a participant completes both the Part I: Strategic Organization Design Workshop and Part II: Strategic Organization Design Activation Workshop, they will have earned their Strategic Org Design Certificate.

Some of the more difficult design challenges occur after the organization chart has been communicated. Activating a design successfully, that results in sustainable competitive advantage, is a formidable task.

In this highly interactive, practical program, participants will learn how to apply and leverage activation-related frameworks in addition to the frameworks and tools learned in the Strategic Organization Design workshop. Real life case studies will be used to highlight applications.

Participants will learn how to:

 Integrate organization design with business model frameworks

 Apply a systems-thinking approach to activation

 Orchestrate identification and activation of effective lateral connections

 Address micro-design challenges related to management processes, rewards, and people

 Ensure effective design governance and change management to activate and sustain the changes

 Understand how to influence and manage design fatigue and resistance

This course is especially beneficial for individuals or teams who are currently working on design activation.

Attendees might include:

 Organization Development Professionals

 Human Resource Business Partners

 Human Resource COE Professionals – Talent Management, Total Rewards, HR Operations

 Internal Consultants

 Line Managers and Design Teams

Attendees are eligible to earn up to 15 SHRM PDCs (Professional Development Credits).

The Center for Effective Organizations (CEO) at the USC Marshall School of Business and Presenting Sponsor, Ecolab Inc., are proud to present the 2024 Strategic Employee Resource Group (ERG) Leadership Summit. Now in its 12th year, this data-driven learning event brings together ERG leaders, diversity, equity and inclusion executives, and executive sponsors for collaborative learning, innovation, and networking.

The 2024 Strategic ERG Leadership Summit will be held July 16-17, 2024, and attendees of this event are eligible to receive 15 SHRM PDCs (Professional Development Credits).

The Center for Effective Organizations (CEO) at the USC Marshall School of Business and Presenting Sponsor, Ecolab Inc., are proud to present the 2024 Strategic Employee Resource Group (ERG) Leadership Summit. Now in its 12th year, this data-driven learning event brings together ERG leaders, diversity, equity and inclusion executives, and executive sponsors for collaborative learning, innovation, and networking.