SESSION ONE / KEYNOTE SPEECH
Organizational development & HR – what is the connection and difference between these two functions?
As the business growth and fierce competition, OD seems to become more and more important. Are you currently practicing both human resources and organizational development? Has the OD department been moved to the Human Resources division? Do you know the business case to accept or challenge this combination of responsibilities? So in this session, our speaker will offer straight talk about the benefits and limitations of combining two critical roles and how to make the best use of them.

• What is OD?
• Connection between OD and HR
• Difference between OD and HR
• Choose the best model for your organization

SESSION TWO / CHANGE MANAGEMENT
How to use change management to gain a great result of organizational development

• How HR enhancing the ability to lead yourself and others through difficult change initiatives
• Understanding the critical elements for driving successful change
• Developing coaching skills to create a change-ready culture throughout your organization
• Creating and implement effective transition strategies
• Decreasing the negative effects of change on individuals and groups

SESSION FIVE / STRATEGIC BUSINESS MODEL
Connecting your OD initiatives to strategic business models
As we know, OD is not like traditional HR's role. It's more strategic and served like an OD professional, you must truly understand business especially the strategic business models. So in this session, our speaker will introduce their best practice of connecting the OD initiatives to strategic business models.

• Why must we understand business as an OD manager
• Practical process for us to truly understand the strategic business models
• Key issues for the successful task

SESSIOIN SIX / ORGANIZATIONAL BEHAVIOR
Simple and effective model for assessing organizational behavior Organizational behavior is a very new topic but it's also important for organizational development. In this session, you could learn how to identify and assess an organization's functioning on many critical, interrelated variables such as culture, strategy, leadership, motivation and
innovation.

• Strategic and tactical planning
• Designing employee opinion surveys
• Systematic problem solving to improve performance and the quality of work life

SESSION SEVEN / ORGANIZATIONAL HEALTH
Patterns of organizational health: diagnosing and curing organizational disease
No matter individuals or organization, health is always the foundation of developing. Unfortunately, for most people, organizational life brings more anxiety, tension, and burn-out than joy. Peppered with real-life examples from around the world, this session provides both a conceptual framework and a practical guide for individuals to improve the health of the organizations they are involved with by diagnosing and treating diseases and creating a context for organizational health.

• What is organizational health?
• How to combine the individual health with organizational health
• Organizational disease? – best practice to cure it!
• Importance and great result for a healthy organization

SESSION EIGHT / PANEL DISCUSSION
How to clearly define your role as an internal OD consultant
Organizational development requires high level professionals. Not the same as the HR's role, OD managers will focus more about the business strategy, organization structure and so on. So as an OD manager, it's much more like an internal consultant than just normal HR manager. In this session, our speaker will introduce how to clearly define your role as an internal OD consultant for a better organizational development.

• Defining what OD consultant is
• How to be an OD consultant
• Tips to avoid failure
• Best practice