Organization development

Role of Organizational development or process in Human resource Management and Organizational management.

1. Presented TO: Ma’am Ayehsa Sohail Presented By: Umer Sajid 16058 Sohaib Sharif 16054 Iqra Hashim 16062 Mohsin Ali 16069

2. Contents Introduction to OD Organization Development Organization Development Definition of OD Objectives of OD Process of OD Role of HRM in OD Effectiveness of OD Assumptions and Values of OD

3. Introduction To OD The term organization development was coined by Richard Beckhard in the mid-1950s. Organization Development is an acronym of two words i.e., Organization & Development

4. Organization A social unit of people that is structured and managed to meet a need or to pursue collective goals.

5. DEVELOPMENT The systematic use of scientific and technical knowledge to meet specific objectives or requirements.

6. Organizational Development In simple words: OD is a deliberately planned effort to increase an organization’s relevance and viability. It is a frame work for change, and often times a manager help us to lead this change.

7. Definition of OD According to Middlemist and Hitt define “ Organization development is a systematic mean for planned change that involves the entire organization and is intended to increase organization effectiveness .”

8. Definition of OD Cummings and Huse define “ A system wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structure and processes for improving an organization’s effectiveness.”

9. Definition of OD Bennis. W define “organization development is a response to change a complex educational strategy intended to change beliefs, attitudes, values, and structure of organization that they can better adapt to new technologies, markets, and challenges and the dizzying rate of change itself.”

10. Objectives of OD To increase the level of inter-personal trust of the employees. To increase the employee’s level of satisfaction and commitment. To confront problems instead of neglecting them. To effectively manage conflict.

11. Objectives of OD To increase cooperation among the employees. To increase the organization problem solving. To put in place process that will help to improve the ongoing operation of the organization on a continuous basis

12. Process of OD Organizational development is a planned approach to improve employee and organizational effectiveness by conscious interventions in those processes and structures that have an immediate bearing on the human aspect of the organization.

13. Process of OD

14. Process Of OD Problem Identification The first step in OD process involves understanding and identification of the existing and potential problems in the organization. the awareness of the problems includes the possible knowledge of the possible organizational problem of growth, human satisfaction, the usage of human resource and organizational effectiveness.

15. Process Of OD Data Collection Having understood the exact problem in this phase, the relevant data is collected. Data Collection techniques: Personal Interviews Observations Questionnaires

16. Process Of OD Diagnosis OD efforts being with diagnosis of the current situation. Usually, it is not limited to a single problem. Rather a number of factors liken attitudes, Assumption, available resources and management practice are taken into account in this phase. There are four steps in diagnosis Structure analysis Process analysis Function analysis Domain analysis

17. Structure analysis Determines how the different parts of the organization are functioning in terms of laid down goals. Process analysis Process implies the manner in which events take place in sequence. It refers to the pattern or decision making, communication, group dynamics and conflict management patterns within organization to help in process of attainment of organization goals. Function analysis This include strategical variables, performance variables, results achievement, and final outcomes. Domain analysis Domain refers to the area of organization for organization diagnosis.

18. Process Of OD Planning and implementation After diagnosis the problem the next phase of OD, is involves planning and implementation .

19. Process Of OD Evaluation and feed back Any Activity is in complete without proper feedback. Feed back is a process of relaying evolutions to the client group by means of specific report or interaction.

20. Role of HRM In OD

21. Role of HRM In OD Structure Evaluate which structure works best for your organization and its clients and/or stakeholders based on mission, culture, values, resources, and then make recommendations to the CEO. Know and understand the various organizational structures available to the organization. Re-assess effectiveness periodically or when there is a major change in strategic focus and/or programs. Identify the structures of successful peer/benchmarked organizations.

22. Role of HRM In OD Talent Actively and intentionally seek out top talent, diverse talent. Know your talent. Have a process to accurately identify their strengths and weaknesses. Promote continuous alignment between staff skills, passions and organizational needs. Proactively address workplace barriers to individual and organizational effectiveness. Acknowledge they exist and communicate plans to address concerns.

23. Role of HRM In OD Performance Treat performance goals like fundraising goals! Create an environment of accountability where success is measured! Develop and implement a plan to close performance gaps at the individual, department and organizational levels STOP IGNORING LOW PERFORMERS. Demand improvement or facilitate an exit plan.

24. Role of HRM In OD Development Find resources for training and professional development. Focus on learning that is directly connected to mission delivery. Train staff to be experts in their areas of focus. Leverage internal resources (i.e. other staff), Board, community partners, business professionals to augment learning. Regularly educate staff on the business of your organization including financial metrics and industry trends and/or best practices.

25. Effectiveness Of OD Providing opportunities for people to function as human beings rather than as resources in the production process. Providing opportunities for each organization member, as well as for the organization it self, to develop to his full potential. Seeking to increase the effectiveness of the organization in terms of all of its goals

26. Effectiveness Of OD Attempting to create an environment in which it is possible to find exciting and challenging work. Providing opportunities for people in organizations to influence the way in which they relate to work, the organization, and the environment. Treating each human being as a person with a complex set of needs, all of which are important in his or her work and life

27. Assumption & Values Of OD Assumption Individuals People want to grow and mature. Most employees desire the opportunity to contribute ( they desire, seek and appreciate empowerment) Values Individual OD aims to overcome obstacles to the nature human tendency to grow, enabling employees to contribute more to the organization OD stress open communication, treating employees with genuine dignity and respect is emphasized.

28. Assumption & Values Of OD Assumption Groups Groups and terms are critical to organizational success and individual need satisfaction Groups have powerful influences on individual behavior The complex roles to be played in groups require skill development . Values Groups Hiding feelings or not being accepted by the group diminishes individual willingness to solve problems constructively. Acceptance collaboration and involvement lead to expression of feelings and perception.

29. Assumption & Values Of OD Assumption Organization Excessive controls, policies and rules are detrimental conflict can be functional if properly channeled individual and organization goal can be compatible In most organization, the level of interpersonal support, trust and cooperation is lower than desirable and necessary. Values Organization The way groups are linked, influences their effectiveness, change should start at the top and gradually be introduced through the rest of the organization The group links the top and bottom of the organization

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31. Thank You