Organization Development and Total Rewards Course

Name: Organization Development and Total Rewards Integration Course
Availability: InStock

Use organization development diagnosis to align total rewards, employee value, governance, behavior, and change adoption.

Organization Development and Total Rewards Course

At a glance

Duration: 1 Week
Format: Classroom
Cities: Dubai, Prague, San Diego, Lisbon, Marbella, Bali and more
Next session: 2 – 6 November 2026, Dubai
Average fee: 5,750 €

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Organization Development and Total Rewards Integration Course

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Overview

Organization Development and Total Rewards Integration Course is a one-week advanced course for HR leaders, organization development practitioners, reward leaders, and workforce transformation teams who leave with an OD–Rewards Integration Portfolio. Participants use organization development diagnosis to align a total rewards integration, employee value proposition, reward system governance, behavior, and change adoption. Agile Leaders Training Center presents organization development and total rewards as one evidence-led change discipline.

Who Should Attend

Functions responsible for organization development diagnosis and intervention
Teams responsible for compensation, benefits, recognition, and well-being
Leaders responsible for workforce strategy and employee value
Functions responsible for culture, engagement, and change adoption
Teams responsible for reward governance and people analytics

The course assumes participants shape HR strategy, reward decisions, or organizational change and leaves payroll processing, salary administration, and detailed job evaluation outside scope.

Departments and Industries

The course supports departments and industries aligning workforce interventions with the employment offer.

Human resources and organization effectiveness functions
Compensation, benefits, and people analytics teams
Financial services and professional-services organizations
Healthcare and technology organizations
Manufacturing, infrastructure, and energy operations

Learning Objectives

By the end of this course, participants will be able to:

Diagnose organizational and workforce conditions affecting rewards
Analyze employee evidence and reward-system gaps
Build an integrated total rewards architecture
Apply governance, equity, and behavioral design controls
Prioritize implementation and change-adoption actions
Evaluate workforce experience and organizational outcomes

Course Agenda

Day 1: OD Diagnosis and Reward Context

Open-System Organization Diagnosis Map
Stakeholder and Workforce Evidence Plan
Reward Inventory and Maturity Assessment
Business and People Strategy Alignment Grid
Current-State OD–Rewards Gap Analysis

Day 2: People Value and Reward Architecture

Employee Value Proposition Canvas
Total Rewards Portfolio Architecture
Compensation and Benefits Design Logic
Well-Being, Careers, and Recognition Map
Workforce Segment Value Matrix

Day 3: Behavior, Culture, and Governance

Behavioral Consequence Mapping Method
Culture and Reward Congruence Test
Equity and Consistency Review Checklist
Reward Decision Rights Matrix
Risk, Exception, and Escalation Register

Day 4: Intervention and Change Adoption

OD Intervention Selection Matrix
Reward Transition Impact Assessment
Manager Enablement and Dialogue Toolkit
Employee Communication Journey Map
Implementation Wave and Dependency Roadmap

Day 5: Integration Practice and Evaluation

Exercise: OD Diagnosis Evidence Review
Exercise: Total Rewards Portfolio Decision
Exercise: Governance and Behavior Stress Test
Exercise: Adoption and Measurement Review
Capstone Exercise: OD–Rewards Integration Portfolio

Practical Exercises

The course uses suggested activities to turn organizational evidence into integrated reward and change decisions.

Suggested activity: diagnose reward-related retention and engagement signals in a healthcare or technology case.
Suggested activity: design a segmented total rewards portfolio and test its cultural consequences.
Suggested activity: assign decision rights, exceptions, and controls for a reward transition.
Suggested activity: present the OD–Rewards Integration Portfolio and measurement logic.

FAQs

Who suits organization development and total rewards integration training?

HR, OD, total rewards, people analytics, culture, and transformation teams suit the training when they already influence workforce or reward decisions.

How does total rewards integration differ from compensation management training?

Total rewards integration connects compensation with benefits, well-being, careers, recognition, employee value, culture, and change; compensation management training concentrates more narrowly on pay structures and administration.

How does organization development improve a total rewards strategy?

Organization development adds diagnosis, stakeholder participation, behavioral analysis, intervention design, adoption planning, and evaluation so reward choices respond to organizational conditions rather than market data alone.

What evidence supports an employee value proposition?

An employee value proposition uses workforce segments, employee listening, turnover and engagement patterns, labor-market evidence, cost constraints, career needs, and organizational purpose.

How should total rewards outcomes be evaluated?

Total rewards outcomes should combine employee experience, attraction, retention, capability, performance, equity, utilization, cost, and adoption measures with explicit baselines and review decisions.

Conclusion

Participants take back an OD–Rewards Integration Portfolio containing diagnosis, architecture, governance, intervention, adoption, and measurement artifacts. The portfolio changes disconnected reward initiatives into an evidence-led organizational intervention. It helps teams align the employment offer with strategy, culture, workforce needs, and accountable implementation.

credits: 5 credit per day

Course Mode: full-time

Provider: Agile Leaders Training Center

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Showing 61-75 of 75 events

Location	Dates	Duration	Mode	Price
Athens	Week 37, 2027 13 – 17 September 2027	1 Week	Onsite	€6,700
Kuala Lumpur	Week 38, 2027 20 – 24 September 2027	1 Week	Onsite	€5,200
Jakarta	Week 38, 2027 20 – 24 September 2027	1 Week	Onsite	€5,700
Johannesburg	Week 38, 2027 26 – 30 September 2027	1 Week	Onsite	€4,500
Barcelona	Week 39, 2027 27 September – 1 October 2027	1 Week	Onsite	€5,700
Doha	Week 39, 2027 3 – 7 October 2027	1 Week	Onsite	€5,500
London	Week 40, 2027 4 – 8 October 2027	1 Week	Onsite	€5,700
Rome	Week 41, 2027 11 – 15 October 2027	1 Week	Onsite	€5,700
Baku	Week 41, 2027 11 – 15 October 2027	1 Week	Onsite	€5,000
Paris	Week 42, 2027 18 – 22 October 2027	1 Week	Onsite	€5,700
Tbilisi	Week 42, 2027 18 – 22 October 2027	1 Week	Onsite	€5,000
Zanzibar	Week 42, 2027 24 – 28 October 2027	1 Week	Onsite	€5,500
Cairo	Week 43, 2027 25 – 29 October 2027	1 Week	Onsite	€4,100
Istanbul	Week 44, 2027 1 – 5 November 2027	1 Week	Onsite	€4,500
Abu Dhabi	Week 44, 2027 1 – 5 November 2027	1 Week	Onsite	€4,700

Frequently asked questions

What does this course cover?

OverviewOrganization Development and Total Rewards Integration Course is a one-week advanced course for HR leaders, organization development practitioners, reward leaders, and workforce transformation teams who leave with an OD–Rewards Integration Portfolio. Participants use organization development diagnosis to align a total rewards integration, employee…

Are training dates available?

Yes. Available dates and destinations are listed in the course dates section on this page.

How can I register?

Choose an available date on this page and complete the registration form, or send a programme enquiry.

Can I download the course brochure?

Yes. Use the brochure download link provided on this page.

Organization Development and Total Rewards Course