Hi Madam/Sir, I have joined in my organization as a HR - Recruiter and currently am learning the HR- Admin works. In that, my Head HR assigned me a work called organizational Development. I did some searches in the search engines but, I can't get the exact answers. I can clearly understand the expectation, that is they want to change the structure of the organization.

Also, they want me to do the project regarding the above and I have no clue about that. i can see the clear structure (top to bottom) - one general manager - 3 manager - 3 shift leads - 10 leads - On the other side head of quality (QA) -> manager -> leads -> members. Head of product-> product managers -> Business analyst.

FYI- I am working in a Product based organization.

Kindly let me know how I want to perform in this case. waiting for the instruction from you professionals!

From India, Chennai

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Dear Sasikumar,

It is unfortunate to note that you and your HR Head both have not understood what Organisation Development (OD) is. OD is not a small project that can be given to HR Recruiter.

I recommend both of you to read books on Organisation Behaviour (OB). In all the OB books, you will find chapter on OD. You need to understand what OD is. It is not just restricted to organisational restructuring.

Since both of you do not have iota of understanding of OD, there is no point in giving our comments. About an year ago, I had given my reply on this subject. You may click the following link to refer it:

https://www.citehr.com/564656-unders...ml#post2310354

In addition to the above link, there is knowledge category called Organisation Development in this forum. Go through few threads in order to understand about OD.

Thanks,

Dinesh Divekar

From India, Bangalore
OD is a vast subject to understand.For any organisation it is important to pave a path that leads to its ultimate aim.As HR personnel it is to be understood that if the path is defined then requisite talent is put on work where employee are required to be hired, trained inducted and put to rolling on to their duties that takes the organisation towards set goals.The deviations in this journey of development be considered serious and learnt as lessons and well proven techniques are implemented to avoid any further deviations. Concluding this just by saying that OD is said to be achieved by organisation if there is progressive overall growth of organisation,its stake holders and its employees while considering environmental and social responsibilities towards the nation and for the good of all human beings.
OD do not necessarily call for any change in structure or hierarchy, it is all about doing all those essential activities that leads the company to a brand and beyond.

From India, Vadodara
Your HR Head has entrusted this work inspite of knowing your competency Level & track record in the Company.You can not bring about changes by Searching/researching.
It will be like a Doctor trying to build Flyover.The problem lies with your HR head. Further, it appears that you people have a mindset that you know everything.If you are serious about, you can decide about the structural changes etc 7 have discussion with professionals with good track record.

From India, New Delhi

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