Contemporary Human Resource (HR) Challenges - 08

World is ever-changing and many organizations are seeking as best opportunities as possible in order to face the changes taking place around them in which case HR plays a pivotal role in building and sustaining organizational capabilities. Moreover I am deeply concerned about organization development which is very critical from an organizations point of view.

Introduction of organization development

Organization development (OD) is about taking systematic steps to improve organizational capability. Moreover this consideration is given to the assumptions and values of OD and OD activities.

The definition of Organization development

According to French and Bell (1990), he says that their focus is on organizations and their improvement and further to put it another way is  total systems change. Moreover the orientation is on action to achieve desired results in line with planned activities. However Organization development aims to help people work more effectively together and improve organizational processes such as the formulation and implementation of strategy, and facilitate the transformation of the organization and the management of change.    

OD is based on behavioral science concepts, but  then-again during the 1980s and 1990s the focus shifted to a number of other approaches. In fact  Some of these, such as organizational transformation, are not the entirely dissimilar to OD. Others such as change management are built on some of the basic ideas developed by writers on organization development and OD practitioners.

Moving forward with Organizational development (OD) is a term that many business leaders fully understand it seems. Outside of a learning and development or human resources context, OD can take the form of broad mandates or ideas around general improvement in the way an organization runs. But, in reality, OD takes into account every facet of human capital development, from strategic planning to leadership development to team building to communication and productivity enhancement.

How does it take to bring OD into a more realistic, actionable framework that connects HR with the business end of an organization? 

People and profits should be the result of organizational development strategies and initiatives, but there is a disconnect for many organizations—

“According to the research, OD initiatives which are perceived to be of high value to the organization and individuals in the organization. However the bottom line and OD should be connected through HR.

According to David Baspaly, he has looked at organizational development in a new way. He calls it “OD in 3D.”

1.     Design    :-    Organizational development truly starts with organizational design by finding the right people and foundations for success to connect with your strategic organizational goals and objectives.

2.     Drive      :-  Organizational development is not solely a function of HR and Drive also needs to come from the on-the-ground OD implementers, like HR business partners, training and development, and mid-management.

3.     Dynamics :-   It’s what puts organizational development in a clear context and a top-of-mind focus. Putting employees together in beneficial ways, by accentuating the way they think, behave, and communicate, will place OD in a realistic and measurable context.

REFERENCES;

v     Armstrong M.(2009),Human Resource management practice 11^th ed.UK;Kogan – Pg415

v     French, W L and Bell, C H (1990) Organization Development, PrenticeHall, Englewood Cliffs, NJ

v        Cummins, T G and Worley, C G (2005) Organization Development and Change, South Western, Mason,