{"id":10387,"date":"2026-10-08T14:00:00","date_gmt":"2026-10-08T10:00:00","guid":{"rendered":"https:\/\/matsh.co\/en\/?post_type=course&#038;p=10387"},"modified":"2026-10-05T01:30:03","modified_gmt":"2026-10-04T21:30:03","slug":"organisation-design-workforce-restructuring-course","status":"publish","type":"course","link":"https:\/\/matsh.co\/en\/course\/organisation-design-workforce-restructuring-course\/","title":{"rendered":"Organisation Design and Workforce Restructuring Course"},"content":{"rendered":"\n.odr-hook{background:#f8fafc;border:1.5px solid #d0dce8;border-radius:16px;padding:36px 40px;margin-bottom:32px}.odr-hook p{font-size:1rem;color:#2d3a4a;line-height:1.85;margin:0 0 20px}.odr-stats{display:flex;flex-wrap:wrap;gap:14px;margin-top:24px}.odr-stat{background:#fff;border:1.5px solid #d0dce8;border-radius:12px;padding:16px 20px;flex:1;min-width:150px;text-align:center}.odr-stat strong{display:block;font-size:1.4rem;font-weight:800;color:#6b6652;line-height:1.2}.odr-stat span{font-size:.75rem;color:#5a6a7e;line-height:1.5;display:block;margin-top:5px}.odr-source{font-size:.72rem!important;color:#6b7788!important;margin:16px 0 0!important}.odr-pain{background:#faf8f1;border-left:5px solid #6b6652;border-radius:0 14px 14px 0;padding:30px 34px;margin-bottom:44px}.odr-pain ul{margin:12px 0 0;padding-left:20px;line-height:2.05;color:#363329}.odr-h{font-size:1.45rem;font-weight:800;color:#363329;border-bottom:3px solid #6b6652;padding-bottom:10px;margin:44px 0 24px}.odr-cards,.odr-regions{display:grid;grid-template-columns:repeat(auto-fit,minmax(230px,1fr));gap:18px;margin-bottom:44px}.odr-card,.odr-region{border:1.5px solid #d8d2bc;border-radius:14px;padding:22px 20px;background:#fff}.odr-card h4,.odr-region h4{margin:8px 0;color:#363329;font-size:.95rem;font-weight:700}.odr-card p,.odr-region p{margin:0;font-size:.84rem;color:#3a5578;line-height:1.65}.odr-gains{background:#faf8f1;border-radius:16px;padding:36px;margin-bottom:44px}.odr-gg{display:grid;grid-template-columns:repeat(auto-fit,minmax(240px,1fr));gap:14px}.odr-g{background:#fff;border-radius:10px;padding:16px 20px;display:flex;gap:12px;align-items:flex-start;font-size:.88rem;line-height:1.65;color:#2d3a4a}.odr-g i{color:#6b6652;font-size:1.25rem;flex-shrink:0;font-style:normal}.odr-m{border:1.5px solid #d8d2bc;border-radius:14px;overflow:hidden;margin-bottom:16px}.odr-mh{background:#363329;color:#fff;padding:16px 24px;display:flex;align-items:center;gap:16px}.odr-mn{background:#6b6652;width:38px;height:38px;border-radius:50%;display:flex;align-items:center;justify-content:center;font-weight:800;flex-shrink:0}.odr-mb{padding:22px 26px}.odr-mb p{margin:0 0 14px;color:#444f5e;line-height:1.8;font-size:.93rem}.odr-mb ul{margin:0;padding-left:20px;color:#444f5e;line-height:1.95;font-size:.9rem}.odr-work{margin:14px 0 0!important;padding:12px 16px;background:#faf8f1;border-radius:8px;color:#363329!important;font-weight:600}.odr-faq{border-bottom:1px solid #d8d2bc;padding:18px 0}.odr-faq b{display:block;color:#363329;margin-bottom:8px;font-size:.95rem}.odr-faq span{color:#3a5578;font-size:.88rem;line-height:1.75}.odr-rel{display:grid;grid-template-columns:repeat(auto-fit,minmax(220px,1fr));gap:14px;margin-bottom:44px}.odr-rel a{border:1.5px solid #d8d2bc;border-radius:10px;padding:16px 18px;text-decoration:none;color:#363329;font-weight:600;font-size:.88rem}.odr-cta{background:linear-gradient(135deg,#6b6652,#363329);border-radius:16px;padding:44px;text-align:center;color:#fff;margin-top:44px}.odr-cta h3{font-size:1.5rem;font-weight:800;margin:0 0 12px;color:#fff}.odr-cta p{opacity:.9;margin:0 0 28px;font-size:.97rem;line-height:1.7;color:#fff}.odr-tbl{width:100%;border-collapse:collapse;font-size:.9rem}.odr-tbl td{padding:14px 24px;border-bottom:1px solid #d8d2bc}\n<div class=\"odr-hook\"><h2 style=\"font-size:clamp(1.15rem,2.5vw,1.5rem);font-weight:800;color:#1a2535;line-height:1.25;margin:0 0 14px\">Changing the Organisation Chart Is Easy. Designing a Better Organisation Is Not.<\/h2><p>When organisations restructure under pressure, structure often becomes the first and only answer.<\/p><p>Boxes are removed. Reporting lines change. Teams merge. Layers disappear. Headcount targets are allocated.<\/p><p>Yet the work itself may not have changed. Decision rights remain unclear. Critical interfaces break. Managers inherit spans they cannot manage. Duplicate processes survive in new departments. Roles are renamed without being redesigned. The new chart goes live and the organisation slowly recreates the coordination work the redesign was supposed to remove.<\/p><p>CIPD's current organisation-design guidance defines the discipline far more broadly: aligning the shape and structure of an organisation with strategy, reviewing the gap between current and desired states, and designing the systems, structures, people practices, processes, measures and other mechanisms required to bridge it.<\/p><p>This course teaches that system-level discipline. Participants diagnose how work gets done, define design principles, build future operating models, test structure and accountabilities, assess workforce implications and manage the transition without reducing organisation design to headcount arithmetic.<\/p><div class=\"odr-stats\"><div class=\"odr-stat\"><strong>Strategy \u2192 design<\/strong><span>CIPD defines organisation design around aligning organisational shape and structure with strategy. Source: CIPD, 2025.<\/span><\/div><div class=\"odr-stat\"><strong>Structure is only one mechanism<\/strong><span>Current CIPD guidance includes systems, processes, people practices, rewards, measures, culture and the wider environment within organisation design.<\/span><\/div><div class=\"odr-stat\"><strong>Job design matters<\/strong><span>CIPD's 2025 job-design guidance defines work design around roles and responsibilities that create value and support performance. Source: CIPD.<\/span><\/div><\/div><p class=\"odr-source\"><a href=\"https:\/\/www.cipd.org\/en\/knowledge\/factsheets\/organisational-development-design-factsheet\/\" target=\"_blank\" rel=\"noopener\">CIPD Organisation Design 2025<\/a> \u00b7 <a href=\"https:\/\/www.cipd.org\/uk\/knowledge\/factsheets\/organisational-development-factsheet\/\" target=\"_blank\" rel=\"noopener\">CIPD Organisation Development 2025<\/a> \u00b7 <a href=\"https:\/\/www.cipd.org\/en\/knowledge\/factsheets\/job-design-factsheet\/\" target=\"_blank\" rel=\"noopener\">CIPD Job Design 2025<\/a>. Evidence is contextual and not a guarantee of outcomes.<\/p><\/div><div class=\"odr-pain\"><p style=\"font-weight:700;font-size:1.05rem;margin:0;color:#363329\">Organisation redesign goes wrong when:<\/p><ul><li>a headcount target is mistaken for a design principle<\/li><li>structure is changed before the organisation diagnoses how work currently flows<\/li><li>strategy changes but accountabilities and decision rights remain the same<\/li><li>spans and layers are altered using generic benchmarks without considering work complexity<\/li><li>roles are duplicated across functions<\/li><li>shared services or centralisation are introduced without defining service interfaces<\/li><li>jobs are rewritten after the structure is announced rather than designed alongside it<\/li><li>capability gaps emerge only after people are placed into the new organisation<\/li><li>leaders protect existing teams instead of designing around future work<\/li><li>consultation and transition planning start after design decisions have effectively been made<\/li><li>the organisation measures whether the restructure completed rather than whether performance improved.<\/li><\/ul><\/div><h2 class=\"odr-h\">How This Applies Across the Markets MATSH Serves<\/h2><div class=\"odr-regions\"><div class=\"odr-region\"><h4>GCC<\/h4><p>Applications include rapid growth, localisation, shared services, government transformation, mergers, centralisation and operating-model redesign across multinational workforces.<\/p><\/div><div class=\"odr-region\"><h4>Africa<\/h4><p>The course addresses growth, decentralised operations, multi-country structures, constrained management capacity, centralisation\/decentralisation trade-offs and designing structures that remain workable with available capability.<\/p><\/div><div class=\"odr-region\"><h4>Asia<\/h4><p>Participants consider scale, matrix structures, regional operating models, manufacturing\/service interfaces and redesign driven by automation or changing business models.<\/p><\/div><div class=\"odr-region\"><h4>Europe<\/h4><p>Applications include digital transformation, regulatory change, shared services, workforce redesign, flatter structures and the governance required around significant people-impacting change.  Specific employment-law consultation requirements vary by jurisdiction and must be verified locally.<\/p><\/div><\/div><h2 class=\"odr-h\">Who Should Attend<\/h2><div class=\"odr-cards\"><div class=\"odr-card\"><div style=\"font-size:1.8rem\">\ud83e\udded<\/div><h4>HR Directors and HR Business Partners<\/h4><p>Supporting or leading organisation redesign and workforce transition.<\/p><\/div><div class=\"odr-card\"><div style=\"font-size:1.8rem\">\ud83c\udf93<\/div><h4>Organisation Design \/ OD Professionals<\/h4><p>Diagnosing and designing operating models, structures and roles.<\/p><\/div><div class=\"odr-card\"><div style=\"font-size:1.8rem\">\ud83c\udfaf<\/div><h4>Strategy and Transformation Teams<\/h4><p>Translating strategic choices into organisational capability and structure.<\/p><\/div><div class=\"odr-card\"><div style=\"font-size:1.8rem\">\ud83d\udcca<\/div><h4>Business and Functional Leaders<\/h4><p>Redesigning teams, functions or business units.<\/p><\/div><div class=\"odr-card\"><div style=\"font-size:1.8rem\">\ud83c\udfe2<\/div><h4>Workforce Planning Professionals<\/h4><p>Assessing capacity, capability and role implications of a future operating model.<\/p><\/div><div class=\"odr-card\"><div style=\"font-size:1.8rem\">\ud83e\udd1d<\/div><h4>Change and Programme Managers<\/h4><p>Coordinating implementation of organisation redesign across systems, people and processes.<\/p><\/div><\/div><div class=\"odr-gains\"><h2 style=\"font-size:1.45rem;font-weight:800;color:#363329;margin:0 0 6px\">What You Will Leave With<\/h2><p style=\"color:#3a5578;margin:0 0 24px;font-size:.95rem\">- <strong>A current-state diagnostic<\/strong>, showing structural, process and accountability problems. - <strong>Design principles<\/strong>, turning strategy into explicit organisation-design criteria. - <strong>An operating-model view<\/strong>, covering capabilities, work, governance and interfaces. - <strong>Structure options<\/strong>, tested against decision rights, spans, layers and workflow. - <strong>Role and accountability maps<\/strong>, reducing duplication and gaps. - <strong>Workforce impact analysis<\/strong>, identifying role, capacity and capability changes. - <strong>A selection\/placement governance framework<\/strong>, where restructuring affects roles. - <strong>A transition plan<\/strong>, sequencing structure, roles, systems, communications and change. - <strong>Post-design measures<\/strong>, testing whether the new organisation actually performs better.<\/p><div class=\"odr-gg\"><div class=\"odr-g\"><i>\u2713<\/i><span><strong>A current-state diagnostic<\/strong>, showing structural, process and accountability problems.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>Design principles<\/strong>, turning strategy into explicit organisation-design criteria.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>An operating-model view<\/strong>, covering capabilities, work, governance and interfaces.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>Structure options<\/strong>, tested against decision rights, spans, layers and workflow.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>Role and accountability maps<\/strong>, reducing duplication and gaps.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>Workforce impact analysis<\/strong>, identifying role, capacity and capability changes.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>A selection\/placement governance framework<\/strong>, where restructuring affects roles.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>A transition plan<\/strong>, sequencing structure, roles, systems, communications and change.<\/span><\/div><div class=\"odr-g\"><i>\u2713<\/i><span><strong>Post-design measures<\/strong>, testing whether the new organisation actually performs better.<\/span><\/div><\/div><\/div><h2 class=\"odr-h\">Programme Curriculum<\/h2><div class=\"odr-m\"><div class=\"odr-mh\"><div class=\"odr-mn\">1<\/div><strong>Diagnosing the Current Organisation and Design Problem<\/strong><\/div><div class=\"odr-mb\"><p><strong>Why this module matters:<\/strong> Redesign should start with a performance problem, not a preferred organisation chart.  Participants learn to:<\/p><ul><li>define the strategic reason for redesign<\/li><li>diagnose structural and operating-model symptoms<\/li><li>map major capabilities and work flows<\/li><li>identify decision bottlenecks<\/li><li>assess role duplication and accountability gaps<\/li><li>examine spans, layers and management load<\/li><li>use organisation and people data appropriately<\/li><li>distinguish design issues from leadership or process issues<\/li><li>map stakeholder and workforce constraints<\/li><li>write a focused organisation-design brief.<\/li><\/ul><p class=\"odr-work\"><strong>Workshop:<\/strong> Build a current-state diagnostic and design challenge.<\/p><\/div><\/div><div class=\"odr-m\"><div class=\"odr-mh\"><div class=\"odr-mn\">2<\/div><strong>Design Principles, Operating Model and Organisation Options<\/strong><\/div><div class=\"odr-mb\"><p><strong>Why this module matters:<\/strong> Design principles prevent the exercise from becoming a negotiation over existing teams and reporting lines.  Participants learn to:<\/p><ul><li>translate strategy into organisation design principles<\/li><li>define required organisational capabilities<\/li><li>decide what should be centralised, decentralised or shared<\/li><li>design key interfaces between functions<\/li><li>define governance and decision rights<\/li><li>consider functional, divisional, matrix, network and hybrid structures<\/li><li>compare options against consistent criteria<\/li><li>identify trade-offs rather than search for a perfect structure<\/li><li>test options against future growth and change<\/li><li>select a preferred operating-model direction.<\/li><\/ul><p class=\"odr-work\"><strong>Workshop:<\/strong> Build and evaluate alternative operating-model options.<\/p><\/div><\/div><div class=\"odr-m\"><div class=\"odr-mh\"><div class=\"odr-mn\">3<\/div><strong>Structure, Spans, Layers, Roles and Accountabilities<\/strong><\/div><div class=\"odr-mb\"><p><strong>Why this module matters:<\/strong> The organisation chart becomes useful only when it reflects sensible work design, manageable leadership load and clear accountabilities.  Participants learn to:<\/p><ul><li>design structural units around work and capability<\/li><li>use spans and layers as diagnostic variables rather than arbitrary targets<\/li><li>define manager accountabilities<\/li><li>distinguish role, job and position<\/li><li>map decision rights<\/li><li>identify duplicated or orphaned accountabilities<\/li><li>design role families and key jobs<\/li><li>connect job design with employee experience and performance<\/li><li>test workload and management feasibility<\/li><li>create an accountability map before finalising the chart.<\/li><\/ul><p class=\"odr-work\"><strong>Simulation:<\/strong> Challenge a proposed structure with workload, decision and accountability tests.<\/p><\/div><\/div><div class=\"odr-m\"><div class=\"odr-mh\"><div class=\"odr-mn\">4<\/div><strong>Workforce Implications and Restructuring Governance<\/strong><\/div><div class=\"odr-mb\"><p><strong>Why this module matters:<\/strong> A future organisation design changes roles, capability needs and sometimes position numbers. That transition requires transparent governance and local legal review.  Participants learn to:<\/p><ul><li>translate future structure into workforce demand<\/li><li>identify roles that remain, change, combine or are newly required<\/li><li>assess capability gaps<\/li><li>distinguish role design from individual placement<\/li><li>build transparent selection\/placement principles where required<\/li><li>identify reskilling and redeployment options<\/li><li>assess critical-role and succession risk during transition<\/li><li>plan consultation and employee communication with local legal input<\/li><li>protect business continuity during workforce change<\/li><li>maintain documentation and governance around key decisions.<\/li><\/ul><p class=\"odr-work\"><strong>Workshop:<\/strong> Build a workforce impact and transition-risk map. Jurisdiction-specific employment decisions remain subject to qualified local legal advice.<\/p><\/div><\/div><div class=\"odr-m\"><div class=\"odr-mh\"><div class=\"odr-mn\">5<\/div><strong>Implementing the Design and Measuring Whether It Worked<\/strong><\/div><div class=\"odr-mb\"><p><strong>Why this module matters:<\/strong> A new structure is not implemented when the organisation chart is published. Systems, roles, measures and behaviours need to reinforce the new design.  Participants learn to:<\/p><ul><li>build an implementation roadmap<\/li><li>sequence structural, role, system and process changes<\/li><li>transfer accountabilities cleanly<\/li><li>establish interim governance during transition<\/li><li>update performance measures and management routines<\/li><li>monitor coordination and decision speed<\/li><li>identify design defects after launch<\/li><li>avoid recreating removed layers through informal workarounds<\/li><li>use organisation development to embed new ways of working<\/li><li>review whether the redesign improved the original performance problem.<\/li><\/ul><p class=\"odr-work\"><strong>Capstone:<\/strong> Present a future operating model, structure and workforce transition plan for peer challenge.<\/p><\/div><\/div><div style=\"border:1.5px solid #d8d2bc;border-radius:14px;overflow:hidden;margin-bottom:44px\"><div style=\"background:#faf8f1;padding:18px 24px;border-bottom:1px solid #d8d2bc\"><strong style=\"color:#363329\">Course At a Glance<\/strong><\/div><table class=\"odr-tbl\"><tr><td style=\"font-weight:600;color:#363329;width:35%\">Format<\/td><td style=\"color:#3a5578\">Comprehensive modular curriculum, delivered flexibly<\/td><\/tr><tr><td style=\"font-weight:600;color:#363329;width:35%\">Locations<\/td><td style=\"color:#3a5578\">Multiple locations, online available<\/td><\/tr><tr><td style=\"font-weight:600;color:#363329;width:35%\">Methodology<\/td><td style=\"color:#3a5578\">Organisation diagnostics, operating-model workshops, structure simulations and workforce-transition capstone<\/td><\/tr><tr><td style=\"font-weight:600;color:#363329;width:35%\">Best for<\/td><td style=\"color:#3a5578\">HR leaders, OD\/design specialists, strategy teams, functional leaders, workforce planners and transformation managers<\/td><\/tr><tr><td style=\"font-weight:600;color:#363329;width:35%\">What's Included<\/td><td style=\"color:#3a5578\">Diagnostic template, design-principles canvas, operating-model map, spans\/layers review, accountability matrix, workforce-impact tool and certificate<\/td><\/tr><\/table><\/div><div class=\"matsh-cluster-link\" style=\"margin:34px 0;padding:20px 22px;border:1px solid #d9e2ea;border-radius:12px;background:#f8fafc\"><strong>Explore the wider HR &amp; People Management cluster:<\/strong> <a href=\"https:\/\/matsh.co\/en\/course-category\/hr-people-management\/\">browse related HR &amp; People Management courses<\/a> to compare adjacent skills, pathways and training options.<\/div>\n<h2 class=\"odr-h\">Common Questions<\/h2><div style=\"margin-bottom:44px\"><div class=\"odr-faq\"><b>Is this a redundancy or downsizing course?<\/b><span>No. Workforce reduction may be one possible consequence of some restructures, but organisation design is much broader. The course focuses on aligning capabilities, work, structure, roles and governance with strategy.<\/span><\/div><div class=\"odr-faq\"><b>Does the course provide employment-law advice?<\/b><span>No. Consultation, selection, termination and employee-relations requirements differ by jurisdiction. The course teaches governance and design principles, while specific legal decisions require qualified local advice.<\/span><\/div><div class=\"odr-faq\"><b>How is this different from Change Management?<\/b><span>Organisation Design determines the future operating model and structure. Change Management focuses on helping people adopt and sustain a defined change. Major redesigns usually require both.<\/span><\/div><div class=\"odr-faq\"><b>How is this different from Workforce Planning?<\/b><span>Workforce Planning forecasts people\/capability demand and supply. Organisation Design determines how work, accountabilities and organisational units should be configured.<\/span><\/div><\/div><div class=\"odr-rel\"><a href=\"\/en\/course\/human-resource-management-training-course\/\">\u2192 Human Resource Management<\/a><a href=\"\/en\/course\/strategic-planning-fundamentals-course\/\">\u2192 Strategic Planning Fundamentals<\/a><a href=\"\/en\/course\/change-management-training\/\">\u2192 Change Management<\/a><a href=\"\/en\/course\/hr-analytics-people-metrics-course\/\">\u2192 HR Analytics and People Metrics<\/a><a href=\"\/en\/course\/competency-framework-design-course\/\">\u2192 Competency Framework Design<\/a><\/div><div class=\"odr-cta\"><h3>A Restructure Is Successful Only if the Organisation Works Better After the Boxes Move.<\/h3><p>Build the design discipline to connect strategy with work, accountability, structure and workforce transition.<\/p><div style=\"display:flex;flex-wrap:wrap;gap:14px;justify-content:center\"><a href=\"\/en\/register\/?course=Organisation+Design+and+Workforce+Restructuring\" style=\"background:#fff;color:#363329;font-weight:800;padding:14px 32px;border-radius:8px;text-decoration:none\">Register Now \u2192<\/a><a href=\"\/en\/upcoming-courses\/?course=organisation-design-workforce-restructuring-course\" style=\"background:transparent;color:#fff;padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none\">View All Dates<\/a><a href=\"\/en\/contact-us\/?type=inhouse&amp;course=Organisation+Design+and+Workforce+Restructuring\" style=\"background:transparent;color:#fff;padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none\">In-House for My Team<\/a><\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Translate strategy into an effective operating model, structure, decision rights, role architecture and governed workforce transition without reducing redesign to headcount cuts.<\/p>\n","protected":false},"featured_media":10901,"template":"","meta":{"_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":""},"course_pillar":[392],"course-category":[279],"venue":[],"class_list":["post-10387","course","type-course","status-publish","has-post-thumbnail","hentry","course_pillar-professional","course-category-hr-people-management"],"_links":{"self":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course\/10387","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course"}],"about":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/types\/course"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/media\/10901"}],"wp:attachment":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/media?parent=10387"}],"wp:term":[{"taxonomy":"course_pillar","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course_pillar?post=10387"},{"taxonomy":"course-category","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course-category?post=10387"},{"taxonomy":"venue","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/venue?post=10387"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}