Fantastic suggestions and comments... and very correct. But I think we need to relook at the problem statement itself from a different angle...
If you look at these two statements of HR Prof, it says and i quote ,
1 ) " Inspite of above our progress is slow and overall employees are not bothered about this "
2 ) " I am seeking opinion of seniors that what OD interventions i (unit HR) should initiate to make for organizational/operational effectiveness".
They are in reality Two different yet critical problems. The first deals with Employee Engagement while the second is Operational effectiveness ( and this could be, as Prafulla beautifully explained, due to process inefficiencies and not necessarily employee related).
IMHO, you ( read your Organization) are showing typical classic signs of a "growing organization"... and every organization goes through this phase. Those that change and adapt to the needs of this growth go on to become bigger while those that fail stay where they are and perish in the long run.
So what are the steps you need to adopt... First bring more clarity about what exactly is the problem. Define your problems in clear specific terms. multiple problems multiple definitions. Dont worry. everything is interconnected and the connection will become apparent and clear as you work through the problems. Just remember, there are real problems and then there are speculated / opinionated / I wish problems. Try and keep the second category separate ( they would require a different methodology to manage them). Take the help of all the cross functional seniors in the unit. Identify all the problems and then categorize them. Employee related or Process (systems) related. Ideally you should have around 15 - 20 small problems in each and 2 -3 really large ones...:-)
Now that we exactly know what the problems are... Lets start solving them one by one on paper... propose the solution... Just remember, The solution to a problem, at most times, will be found within the realm of the problem itself. Once you have a vague picture, its time to bring in the Top Guns!!! Remember, no initiatives succeed if the top management are not considered or seen to be actively involved in a organizational strategy / change. Get the top guns support and backing. Get them to commit on the funds needed and the time frame... and NOW, only now you are ready to initiate change.
Cheers
Navneet Chandra