What are the practical work expectations of an OD person?

What are the practical work expectations of an OD person at a work place?
please guide me.

Dear Faith001,
What is your exact query?...please post the complete description of what are you exactly looking for. I'd be rather difficult to put a single line question and puzzle the CiteHRians to enable answer you. Pls. elaborate!!

Specifically i am considering the roles of an OD specialist. In what areas is s/he inflencial in an organization? what exactly is his/her contribution to an organization in as far as the responsibility is concerned?

Dear Faith001,
An Organization Development Consultant will help develop the company to cope up effectively and can hold the changes effectively.
Role:
- He identifies the isues which are comples in nature.
- Determines the area of trouble
- Minimies commotion cases to least disruption system
- They implement changes certained to the Organization and makes sure that these are accepted by the employee for their welfare as well
Responsibilities:
- Intervenes situations and describes the problem within the company for resolving situations.
- They advie employers in thebest possible way which is likely for their business growth day-to-day
- They encourage the employees to be a part of the change process

thank you so much for this. its useful.
may be in addition, do you have a practical experience of a situation in which one or two of the roles had been handled, ie how a troubled area was determined? (approach)

Dear Faith 001,
Depends on the size of the organisation you have in mind.
In a medium to large organisation, the organisation structure itself may require modification for for effective functioning. But person will dislike any change being introduced. Therefore, the required change has to be planned carefully, all concerned are convinced and the changes implemented.
Job responsibilities of individuals tend to become blurred over a length of time or even when the jobs are not properly streamlined. The OD specialist will study thee operations of the entire Unit and redraw the JD suitably and fit the persons as relevant.
These are some examples.
But of course you must have full Faith in the OD man :)

Areas that fall within their role also include organizational culture issues (values, culture, change, norms, etc...).
The OD person (from within or from outside the organization) facilitates implementing culture, change initiatives, looks at and facilitates problem-solving, growth, development, etc...
Regards,
Mariam

So basically the OD person is a diagnoser in many respects, and then supports in the finding of a solution and then the implementation process.

I second to Ms .Mariam Shebaya.
Change Management doesn't happen as planned as there are many hurdles to overcome. OD starts with EMPLOYEE DEVELOPMENT wherein EMPLOYEE PSYCHOLOGY need to be understood followed by submitting a SOLUTION deem fit for EMPLOYEE & ORGANISATION.
Management support is must and Management must be co-operative to incorporate Change Management as it is TOP - TO - DOWN/BOTTOM APPROACH.
With profound regards

I sincerely endorse the suggestions given by the HRCiteans. Specifically, the OD official endeavour to move towards the promotion of the organizational activities in general and to ensure for the derival of the organizational goals, objectives, concepts and trends. It is the key role of the OD person to look into all aspects of the orgaisational needs, requirements, commitments, as well as organizational developments in terms of the specific norms and standards prescribed by the Organization to be in conformity with the organizational obectives, policies and practices.
Suri Babu Komakula