This Organizational management PowerPoint presentation will be useful for the managers in bringing together people on a common platform to make them work towards a common predefined objective. This ppt presentation helpful for managers to perform optimal resource usage by careful workforce preparation and monitoring. This presentation covers an effective communication plan that includes reasons for communication, activity, channels, timing, audience, and responsible person and is useful in Determining organizational structure and design. It also includes strategies that involve employee training, promotional activities, and operations efficiency. This PowerPoint presentation focuses on the current situation of the company including problem areas and Company Performance Indicators. It also covers Organization Readiness assessment for Development, management by objectives including present level and target level task responsibility, monitoring and tracking improvements, Organizational Development Action Plan, process, and framework. In this PPT presentation, we have listed some of the management styles with its features impact on the organization and success rate, Management Styles Selection Matrix, and employees skills enhancing training program. It also covers the leadership goals and control along with criteria and responsible persons who will keep a check on all the activities and organizations cultural improvement plan for the employees such as supportive management, growth opportunity, and trust in leadership. This presentation covers the common threats faced by the organization such as data misused, insider threats, strict compliance regulations, third party threats, and cyber threats. Here we have listed some of the organization ethics and policies that are to be followed by the employees through which internal threats to the company can be prevented. It also includes the responsibilities of key team members involved in the organization management process. This PowerPoint presentation focuses on Role of HR Consulting in Redesigning Organizational Structure, new circular organizational structure design for the company, new hierarchical org structure for the company, organizations workflow stream such as engaging stakeholders, developing new strategy and plans, transition and continues improvement and Employee Engagement activities in the Organization. This PPT presentation covers the factors influencing organizational culture and behavior. Every company has different factors some examples are mentioned below for software and technology companies and manufacturing organizations and the impact after implementing organization management such as improved customer satisfaction, profitable business results, and improvement of company financial performance. https://bit.ly/3e6SajY

1. Organizational Behavior
and Employee
Relationship Management
Your Company Name

2. 2
Agenda for Organization
Management
Preparing effective communication plan
Determining organizational structure and design.
Using various levels of company leadership hierarchy to set
goals, monitoring results and building strong company.
Creating better strategies that involves employees training,
promotional activities and operations efficiency.
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3. Table of Contents
• Problem areas
• Company Performance Indicators
• Readiness
• Objectives
• Action Plan
• Framework
• Process
Management Styles
Management Skills
Leadership and Control
Communication At Workplace
Work Culture Improvement Plan
Common Threats to Organization
Organization Development
Current Situation
3
Role of HR Consulting in Redesigning Organizational Structure
Organizational Structure, Design and Change
Organizational Management Workstream
Employee Engagement Activities in the Organization
Relationship Between Organizational Structure, Design & Change
Impact of Organization Management
Role of Employees in Reducing Threats
Define Role of Team Members

4. Table of Contents
4
Current Situation
• Problem Areas
• Company Performance Indicators

5. Problem Areas - Why Need to do Organization Management
This slide has covered the reasons to do organization management such as low business efficiency, lack of optimizing business continuity, lack of accountability and unable to manage risk
5
01 02 03 04
63% of the employees are unable
to maintain records due to which
there is loss of important data and
lack of proper managing process.
Lack of Optimizing
Business Continuity
Unable to keep evidence of our
activities with regards to external and
internal environment such as economic,
political, social and technological.
Lack of Maintenance
of Accountability
Unable to
Manage Risk
Low Business
Efficiency
58% in overall storage (on-site
and off-site) costs, server costs
(for electronic records and e-
mail), and service record costs.
55% in
information
breaches and
security threats
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6. Current Situation - Company Performance Indicators
This slide is depicting the performance of the company's website with some KPI’s such as attraction, retention, engagement and values
6
Traffic Metrics
63%
Organic
44%
Paid
53%
Direct
37%
Social
Churn Rate
Clients who unlocked
key functions
43%
Retention KPIs
Conversion into Trial
Feedback obtained,
meaningful conversations
56%
Engagement KPIs
60%
2 hrs.30 min
Users spend daily
interacting with
our products
Referrals, NPS,
newsletter subscriptions
Attraction KPIs Value KPIs
Paid Subscriptions
35%
39%
46%
46%
50%
56%
Lack of Budget
Producing a Variety of Content
Producing Content Consistently
Measuring the ROI of Content Marketing Program
Measuring Content Effectiveness
Producing Engaging Content
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7. Table of Contents
7
Organization Development
• Readiness
• Objectives
• Action Plan
• Framework
• Process

8. 1 2 3 4 5
1
People working here feels confident about the organization
can get workforce invested in development process
2
People who working here are committed to development
process
3
People who work here feels confident that they can keep
track of progress in development activities
4
People who work here will do whatever it takes to implement
development process
5 Add text here
6 Add text here
7 Add text here
Organization Readiness for Development
In this slide we have covered the organization readiness criteria for development process and marked on the scale of 1 which is disagree to 5 agree
8
Disagree
01
Somewhat
Disagree
02
Neither Agree
nor Disagree
03 04
Agree
05
Somewhat
Agree
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9. Objectives
Present
Level
Target
Level
Target
Time
Responsible
Implementation
Task
Monitoring &
Measurements
Tracking &
Improvement
We must create an open and transparent culture that
encourages people to have the confidence to offer
better outcomes
50% 75% 3 years Jon Add text here Add text here Add text here
Increase the percentage of employees who indicate
high satisfaction with their development opportunities
40% 80%
3 years
Harry
Add text here
Add text here Add text here
Develop a new evaluation system to ensure that
individual performance reviews share values and how
everyone contributes to the organizational goals
60% 90%
3 years
Bill
Add text here
Add text here Add text here
Professional development (% of staff utilizing tuition
reimbursement program)
30% 50%
3 years
Oliver
Add text here
Add text here Add text here
Add objectives here 20% 30%
3 years
Jack
Add text here
Add text here Add text here
Add objectives here % % Years Jacob Add text here Add text here Add text here
Add objectives here % % Years Sammie Add text here Add text here Add text here
Management by Objectives
This slide has covered the objectives of the management with present level and target level task responsibility, monitoring and tracking improvements
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10. Organizational Development Action Plan
10
This slide has covered priority action plan for organizational development based on themes such as value and culture, people, structure and system
Priority Organizational
Development Actions
• Practice Engagement Strategy
› Practice event where vision, mission and values are
determined
› Confirm how governance activities feed into
• Create a development plan for the Board to encourage
positive culture
• Create succession plan for future leaders to rise
• Development of an evaluation system and competency audit
• Appoint Governing Body
✓ Defining roles and responsibilities of members of the
Governing Body and representatives of the authority,
including elected or appointed members and
leadership rates
• Add text here
• Add text here
• Add text here
Completed by 30
December 2020
• Member Activities will play
an important role in
establishing vision, values
and priorities
• Formal Succession Planning
process to begin in new year
• Formal appraisal system to be
initiated for all staff members
• Add text here
• Add text here
• Add text here
• Add text here
• Add text here
• Add text here
People
Structure
Systems
Values & Culture
Theme
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11. Organizational Development Framework
This slide covers framework for development of organization with timeline to complete each phase of development
11
Weeks 1-3 Months 6-12 Months
Efforts,
Effects,
Benefits
Performance
Excellence Criteria
WHY
Efficiency Strategy,&
Stability Criteria
WHAT
Growth Strategy,
Adaptability
HOW
Timeline
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12. Organizational Development Process
This slide covers process for development of organization with directions and tools to be used
12
OD
Goals
• Interviews with
Employees
• Customers’
Perception
• Situation Analysis
• Presentation to all Employees
• Add text here
• Organization development-direction & priorities
• Upstream and Downstream Feedback
OD Recommendations
Evaluation Loop
OD
Plan
• Organizational Clarity
• Building Desired
Culture
• Building Healthy Work Environment
• Trust and Effective Communication
• Add Text Here
• Organizational Effectiveness
• Operational Efficiency
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13. Table of Contents
13
Management Styles
Management Skills

14. Autocratic
• Retail control
Ask staff who work for them what to do
• No consultation
• It is required that subordinates follow
orders
• Helps to complete critical activities that
need to be completed immediately or
where research is a danger factor
• Can contribute to lack of creativity or
resistance if there is no feedback from
employees
50 %
Paternalistic
• Taking responsibility for decision-making,
but taking care of employees
• Employees can feel appreciated but
irritated because there is little decision-
making in their part
15%
Democratic
• Encourages workplace engagement
• Share information with members of the
team
• Provides the manager with incentives to
impact decision-making
• Engage in a team, especially when
changes are needed
• Makes decisions quicker, but workers are
more likely to purchase / support
decisions.
25%
Laissez-faire
• Little or no direction from the managers
• Subordinates are free to make decisions
• Useful for highly skilled, trained, expert
teams
• May leads to chaos without centralized
control
• This approach requires daily feedback and
communication
10%
Management Styles Selection - Tabular Presentation
14
Here we have listed some of the management styles with its features impact on the organization and success rate
Management Styles Features Impact on Organization Success Rate
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15. Management Styles Selection Matrix (1/2)
15
This slide covers management styles such as participative, persuasive, delegative and directive from low to high based on different behaviors
Low High
High
Style 1
Directive
Lowly Relational
Highly Organizational
Structure
Style 4
Style 2Style 3
Persuasive
Highly Relational
Lowly Organizational
Mobilise
Delegative
Lowly Relational
Lowly Organizational
Responsabilise
Task Oriented Behaviour
RelationshipOrientedBehaviour
Participative
Highly Relational
Lowly Organizational
Associate
• Helps to complete critical
activities that need to be
completed immediately or where
research is a danger factor
• Can contribute to lack of
creativity or resistance if there is
no feedback from employees
Key Takeaways
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16. Management Styles Selection Matrix (2/2)
This slide covers management styles such as participative, persuasive, delegative and directive from low to high based on different behaviors
16
Key Takeaways
Helps to complete critical activities that need to
be completed immediately or where research is
a danger factor
Can contribute to lack of creativity or
resistance if there is no feedback from
employees
Add Text Here
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RelationshipOrientedBehaviour
Task Oriented Behaviour
Low
High
Style 4
Delegative
Lowly Relational
Lowly Organizational
High
Style 3
Participative
Highly Relational
Lowly Organizational
Style 2
Persuasive
Highly Relational
Lowly Organizational
Style 1
Directive
Lowly Relational
Highly Organizational
Responsabilise
Associate Mobilise
Structure

17. Employees Goal Training Needed Estimated Cost
Jon
• Developing management skills
• Learn accounting standards
• Promoted to accounts payable
manger
Management training Inhouse training
Harry
Peachtree accounting software
advanced training
External training :$1000 per year
Bill
Earn AAAs online degree in
accounting
External training :$1000 per year
Oliver
Communication training External training :$1000 per year
Jack
Tax certification course External training :$1000 per year
Jacob
Excel training Inhouse training
Sammie
Add text here Add text here
Management Skills Training
17
This slide has covered employees name, goals of the training, need for training and estimated cost
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18. Table of Contents
18
Leadership & Control
Communication at Workplace
Work Culture Improvement Plan

19. Leadership and Control
This slide has covered the leadership goals and control along with criteria and responsible persons who will keep a check on all the activities
19
Leadership Goals Leadership Control Responsible Person Measured By Due Date
Improve Staff Performance And
Reduce Time Wasted Looking
For Information
Add Your Text Here Jon Smith Manager Add Text Here 11/3
Determine wait times by employee 11/3
Meet with staff to determine best practices 12/16
Add Your Text Here 12/28
Determine any possible training needs 10/15
Train/inform employees on new standard 2/15
Add Your Text Here 2/21
Add Your Text Here 3/29
Add Your Action Steps Here Katie brown Manager Add Text Here 4/25
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 11/20
Add Your Action Steps Here 12/10
Add Your Action Steps Here 1/6
Add Your Action Steps Here 1/30
Add Your Action Steps Here 3/8
Add Your Action Steps Here Jon Smith Manager Add Text Here 7/15
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 10/18
Add Your Action Steps Here 12/21
Add Your Action Steps Here 3/15
Add Your Action Steps Here 3/24
Add Your Action Steps Here 4/15
Add Your Action Steps Here Katie brown Manager Add Text Here 6/19
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20. Communication Plan after Organizational Management
Here we have covered the organization communication plan which includes reasons for communication, activity, channels, timing’s, audience and responsible person
20
Reason For
Communications
Communications
Activity
Channel Audience Timing Responsible Comments
Regular status overview and
agreement on upcoming tasks
Steering group
meeting
Meeting Steering group
Every 1st Friday of
the month
Add name here Standard agenda
Make sure agreed tasks are
completed and followed up
Meeting minutes Email Core partners
Next Monday after
the steering group
meeting
Add name here
Standard structure
Sharing recent success stories
and increasing awareness of
the issues
e-Newsletter Email
All partners
identified potential
partners
January 15th ,
March 15th,May 15th
Add name here
Content decided in
steering group
meeting
Increase engagement and
celebrating success
Add text here Add text here Add text here Add text here
Add name here Unofficial, no
agenda
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21. Work Culture Improvement Plan
This slide has covered the organization’s cultural improvement plan for the employees such as supportive management, growth opportunity and trust in leadership
21
Meaningful
Work
Supportive
Management
Positive Work
Environment
Growth
Opportunity
Trust in
Leadership
Autonomy Clear and transparent goals Flexible work environment Training and support the job Mission and purpose
Select to fit Coaching Humanistic workplace Facilitated talent mobility
Continuous investment in
people
Small, empowered teams
Investment in development
of managers
Culture of recognition
Self-directed, dynamic
learning
Transparency and honesty
Time for stack
Agile performance
management
Fair, inclusive, diverse work
environment
High-impact learning culture Inspiration
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22. Table of Contents
22
Common Threats to Organization
Define Role of Team Members
Role of Employees in Reducing Threats
Role of HR Consulting in Redesigning
Organizational Structure

23. Common Threats to Organization
This slide has covered the common threats faced by the organization such as data misused, insider threats, strict compliance regulations, third party threats and cyber threats
23
Data Protection
• 40 % of the sensitive data of the
organization, clients and third party
is not protected which ca be
misused easily.
• The number of phishing attacks
increased 65% from last year
Insider Threats
• organization
• Improving access control
measures to protect data
and information is crucial
Evolving Cyber Threats
• Add text here
• Add text here
• Add text here
Strict Compliance Regulations
• Regular updating compliance regulation as
per various environment, leads to immense
pressure on company to be complaisant
with the changing rules and regulations
• Add text here
• Add text here
• Add text here
• Add text here
Third Party
01 03 05
02 04
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24. Future Role Responsibilities
Product Manager
Non-Critical, Execution tasks of limited scope
• Acceptance testing
• Requirements gathering, etc.
Senior Product Manager
Limited scope and critical product management responsibilities
• Product management of Dev of Android version of IOS products
• Product management of onboarding UX, etc.
Technical Product Manager
Moderate scope and limited criticality
• Product management of CRM integration Kit
• Product management of cross-app security requirements etc.
Future Role 3 Opportunity Description
Future Role 4 Opportunity Description
Future Role 5 Opportunity Description
Future Role 6 Opportunity Description
Define Role of Team Members (1/2)
You can edit this slide and mention the responsibilities of key team members involved in the organization management process
24
Current
Role
Associate
Product Manager
Role 4
Role 5
Role 3
Product
Manager
Role 6
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25. Define Role of Team Members (2/2)
You can edit this slide and mention the responsibilities of key team members involved in the change management process
25
• Take Responsibility For
Key Initiatives
• Coordinate Project Team
• Report To Business Unit
GM And Change Office On
Project Progress.
Project
Leaders
• Develop Leadership
Management Capability
• Provide Ongoing Advice
To Leaders
Release
Management Role
• Coordinate Project
Infrastructure &
Integration
• Prioritize And Plan
Overall Project
Timeframes
Process
Co-ordination Role
• Establish Clear Project
Performance Measures
And Reporting Systems
• Manage Ongoing Project
Performance
• Report To Executive On
Overall Progress
Performance
Management Role
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26. Role of Employees in Reducing Threats
Here we have listed some of the organization ethic and policies that are to be followed by the employees through which internal threats to the company can be prevented
26
Keep confidential
information to
yourself
Respect
organization
policies
Employees are the
backbone of every
organization
• Holding important documents and records
in the right places, and checking the
drawers are properly locked before
leaving for the day.
• Add text here
• Add text here
• By not passing the information to
competitors.
• It is important to be loyal toward
the organization ..
• By not indulging in unethical
activities such as data hacking
which is one of the cheapest
activities an employee can do.
• Add text here
• Add text here
• They develop a deep sense of respect
for your organization.
• Staying dedicated towards the
organization and efficiency would
eventually increase that would benefit
the company as well
• Add text here
• Add text here
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27. Role of HR Consulting in Redesigning Organizational Structure
This slide has covered the organizational redesigning process with problems related to the company with its solutions
27
Problems
• Inefficient organization
• Disrupted or elongated flow of work and
processes
• Multiple superior/ supervisor issues
• Establishment of several extra-organization
committees’ departments and groups
• Improper utilization of resources
• Employee dissatisfaction
• High turnover rates
• Lack of both, inter as well as intra units/
departmental, coordination
• Ambiguous role definition
• Emergence of conflicts in the workplace
Solutions
• Establishing the organization's purpose
priorities, objectives and tactics.
• To navigate the workflow, simplifying and
standardized the organization processes
• Keeping an eye on the customers ' needs,
requirements and expectations being met.
• Maintain effective communication flow
within the organization
• Sufficient space for the development of
jobs and career progress for the
employees
• Add text here
• Add text here
Process
• Analysis of the org structure as it continues to
exist in the current situation and how it was
before all the previous modifications or
revisions.
• Identifying the root causes of issues related to
organizational efficiency.
• These are the evaluated in relation to the
organizational culture, strategic goals and
business goals.
• Then both the current factors and prior factors
are listed.
• Current strategic goals and objectives are also
considered, so that the updated organizational
structure meets both the organization's current
and future needs.
• Add text here
• Add text here
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28. Table of Contents
28
Organizational Structure,
Design & Change
Organizational Management
Workstream

29. Organizational Structure, Design and Change – Circular (1/2)
This slide has covered the new circular organizational structure design for the company
29
JOHN SMITH
CEO
Elisabeth Parker
Product ManagerJenny Clark
Product Manager
Steven Walker
Product Manager
Peter Tucker
Web Designer
John Tucker
Accountant
John Wood
Graphic Designer
Even Turner
Marketing
Anita Brown
Marketing
Julie Hill
Web Designer
Ali Taylor
Graphic Designer
Ajay Tucker
Web Designer
Marry Smith
Graphic Designer
Mark Smith
Clark
Amit Clark
Marketing
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30. Organizational Structure, Design and Change - Hierarchy (1/2)
This slide has covered the new hierarchical org structure for the company
30
Marry
Smith
Graphic
Designer
Amit Clark Employee
John Smith
CEO
Graphic
Designer
Ali Taylor Anita Brown
Marketing
Text
Here
Graphic
Designer
Product
Manager
Elisabeth Parker
Product
Manager
Steven Walker
Web
Designer
Julie Hill
Product
Manager
Jenny Clark
Marry
Smith
Graphic
Designer
Ajay
Tucker
Web
Designer
Peter
Tucker
Web
Designer
Even
Turner
Employee Text
Here
Text
Here
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31. Understand the
New Context
Develop New
Strategy & Plans
Deliver
Change
Transition & Continues
Improvement
• Creating leadership alignment around the new vision and objectives
• Developing and managing the new roadmap
• Defining and building new leaders
• Assessing stakeholders
• Designing and executing targeted communications and engagement plans
• Building change capability and capacity
• Add text here
• Add text here
• Add text here
• Add text here
• Add text here
• Add text here
Organizational Management Workstream
This slide covers organization’s workflow stream such as engaging stakeholders, developing new strategy and plans, transition and continues improvement
31
Leading the
Change
Engaging all
Stakeholders
Add Text
Here
Add Text
Here
OrganizationalManagementWorkstreams
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32. Table of Contents
32
Employee Engagement
Activities in the Organization
Relationship Between Organizational
Structure, Design & Change
Impact of Organization Management

33. Employee Engagement Activities in the Organization
This slide has covered the employee’s communication activities such as face to face discussions, inviting suggestions and internal competitions
33
Activity Category Description Frequency Responsibility
Open House Sessions Communication Activities
• Asking employees for suggestions
• Face to face discussions
• Conducting communication forums for all kinds
of internal announcements.
• Add text here
Quarterly
Leadership
HR team
Employees Suggestions
Schemes
Communication Activities
• Asking employee’s feedback & opinions.
• Mail address or Drop Box
• Query resolution.
• Add text here
Monthly
HR team
Internal Magazine or
Newsletter
Communication Activities
• Company updates
• HR announcements
• Internal competitions
Quarterly/ Monthly
HR team
Communication Team
Satisfaction Surveys Communication Activities
• Run at corporate level
• Add text here
• Add text here
Bi-annually
HR team
Add Text Here Add Text Here
• Add text here
• Add text here
• Add text here
• Add text here
• Add text here
• Add text here
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34. Relationship Between Organizational Structure, Design & Change
This slide has covered the factors influencing the organizational culture and behavior. Every company has different factors some examples are mentioned below for software and technology companies and manufacturing organizations
34
Organizational structure determines the
organizational behavior and influences the
organizational culture
Factors
Software &
Technology Companies
Manufacturing
Organizations
• Tech organizations have a nearly flat structure, due to
the rapidly changing nature of the industry.
• Technology companies should be flexible and
adaptable to rapidly paced and always fluid changes in
their environment, such organizations design their
structure with less hierarchy and greater openness.
• Manufacturing companies have well defined and
strong hierarchies because they need to
differentiate between the blue-collar workers and
the white-collar executives.
• Add text here
• Add text here
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35. Impact of Organization Management
This slide has covered the impact after implementing organization management such as improved customer satisfaction, profitable business results, and improvement of company financial performance
35
Enablement
• Supportive Environment
• Optimized roles
Engagement
▪ Commitment
▪ Discretionary effort
Pay & Benefits
Respect &
Recognition
Development
Opportunities
Development
Opportunities
Training
Resources
Collaboration
Add text here
Drivers
Drivers
IMPACT
Improved Customer
Satisfaction
Improvement in Company’s
Financial Performance
Profitable Business
Results
Decline in Employee
Turnover Rate
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Employee
Effectiveness

36. 36
Additional Slides

37. Organizational Behavior And Employee Relationship Management Icons Slide
37

38. About Us
38
Preferred by Many
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Target Audiences
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Values Client
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39. Our Mission
39
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Vision
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Mission
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Goal

40. Target
40
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41. Puzzle
41
01
02
03
04
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42. Post It Notes
42
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43. Thank You
43
Address
# street number, city, state
Contact Numbers
0123456789
Email Address
emailaddress123@gmail.com