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Organizational Structure and Design, and Salient Issues in UK Employment Law Course

By: HRODC Postgraduate Training Institute

United Kingdom

20 - 25 Mar, 2017  6 days

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GBP 4,800

By the conclusion of the specified learning and development activities, delegates will be able to:

  • Suggest the approaches which might be adopted in designing an Organization;
  • Design an Organization adhering to the principles of horizontal and vertical relationship;
  • Distinguish between the basic types of structure;
  • Appropriately define Organizational structure;
  • Distinguish between organismic and mechanistic structures;
  • Explain the approaches to Organizational design;
  • Match the Organizational design approach with the level of development of the Organization;
  • Identify horizontal relationships in Organizational design;
  • Show the vertical relationships in an Organizational chart;
  • Indicate the importance of vertical and horizontal relationships in Organizational design;
  • Illustrate lines of authority in an Organizational chart;
  • Illustrate communication channels in an Organizational chart;
  • Discuss the co-coordinating mechanism in a simple structure;
  • Name the fundamental Organizational structures and their variations;
  • Demonstrate an awareness of the fundamental issues associated with Organizational design and their implications for effective Organizational functioning;
  • Identify an Organizational structure from verbal description;
  • Distinguish between different Organizational structures;
  • Provide examples of different bases of divisional structure;
  • Distinguish between the different types of matrix structures;
  • Illustrate their ability to design an appropriate Organizational structure that takes account of contingent internal and external environmental factors;
  • Recommend the most appropriate structure for an Organization, taking contingent factors into account;   
  • Gain awareness of the relationship between Organizational structure and leader and Organizational flexibility; 
  • Translate the positive and negative factors of particular types of structure to the design of an Organization which will enhance the effectiveness of an enterprise; 
  • Demonstrate their ability to encourage the type of superior-subordinate relationship which will be conducive to Organizational success;
  • Provide the bases for structural contingencies;
  • Illustrate the effect of Organizational structure on communication within an Organization;
  • Define the bases of the ‘employer-employee relationship;’
  • Determine the purpose, components and parameters of the UK employment law;
  • Illustrate the key provisions of the Employment Act 2002;
  • Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting ‘employer-employee repudiation;’
  • Identify some of the key issues of the Employment Relations Act 2004 and their positive and negative effects on their Organizational relations;
  • Draw on The Race Relations Act 1976, The Race Relations Amendment act 2006, The Race Relations Act 1976 - Statutory Duties Order 2001, The Disability Discrimination Act 1995, The Disability Discrimination Act 1995 - Amendments Regulations 2003, The Equal Pay Act 1970, The Equal Pay (Amendment) Regulations 1983, and related Acts and Statutory Instruments, to formulate a legally enshrined Employment Policy;
  • Develop Grievance and Disciplinary Procedure which incorporates the statutory minimum requirements;
  • Distinguish between instant dismissal and summary dismissal, indicating which levels and type of employee behavior that might warrant  ‘on the spot dismissal’ that are likely to be upheld by an Employment Tribunal;
  • Demonstrate a heightened awareness of the functions, Organization and conduct of UK Employment Tribunal;
  • List the statutory information requirement for new employees and their timescale;
  • Draw on employment tribunal, employment appeals tribunal and High Court cases in their explanation of ‘Frustration of Contract;’
  • Use case laws to formulate   a ‘Standing Plan’ which will highlight areas in the employment contract where the issue of frustration of contract can be construed with a high probability of being legally supported;
  • Illustrate the fundamental issues that need to be covered by an employment contract;
  • Exhibit an understanding of the value of employees as their Organizations’ Intellectual Property;
  • Suggest ways by which their Organizations intellectual property might be legally exploited;
  • Explain how an Organization might protect its intellectual property;
  • Use case laws to determine the issues that determine which copyright an Organization or its employee might own;
  • Formulate an Organizational policy that protects its intellectual capital, whilst allowing ‘Intellectual Property Rights Law’ to remain un-infringed;
  • Demonstrate an understanding of the Copyright Design and Patent Act 1988 an how these protect an Organizational inventions and emblems;
  • Suggest the Organizations position in relation to research and development on the one hand, and intellectual property rights on the other;
  • Demonstrate an understanding of the legal bases of ‘reverse engineering’ and the extent to which it might be a copyright infringement;
  • Explain the steps that will be able to take to avert, reduce and detect industrial sabotage;
  • Explain the steps that will be able to take to avert, reduce and detect industrial espionage; and
  • Determine the legal bases of industrial espionage as theft and ‘Grand Larceny
London, UK Mar 20 - 25 Mar, 2017
GBP 4,800.00
(Convert Currency)

+44 7736147507; +44 1902 763607; +44 2071935906; +

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