The Current Trends In OD Techniques And Interventions Used In Organizations

Hello seniors,

I am an M.A. HRM student. I have been assigned the topic "OD TECHNIQUES" for my research project. I need help in finding out about the current trends in the field and also about some difficulties faced when an intervention is implemented. I have attached a questionnaire regarding the same, and it would be extremely helpful if I could get some insight on organizational experiences.

Thanks a lot,
Mansi

Hi Mansi,

Good to see your post. Your questionnaire is very subjective. The entire idea of a questionnaire on OD must not be to quiz employees on their knowledge of OD. Rather, formulate questions asking them what OD techniques they have used in the past, the implementation details, etc.

Go through the idea about OD - what it does, why it is applicable, and why any organization would like to implement it, etc. Also, select a couple of sectors of your interest, connect with their OD specialists, and try to find out about their practices. Your questionnaire can be either generic or industry-specific depending on your preference.

If you need more help, feel free to connect with me.

Regards, Mahwish

Thank you, sir, for your reply. My idea was to ask experienced people in their field, irrespective of the industry, just to collect some information about the current scenario in the industry. I wanted to understand if textual concepts like survey feedback, t-groups are used in organizations or if new techniques are created and applied.

I really appreciate your reply, sir, and if you could share an industrial example with me, it would be extremely helpful, sir.

Hi Mansi,

A questionnaire should be designed to elicit opinions rather than simple answers. Opinions can vary from person to person and from organization to organization, whereas answers tend to remain consistent. In a questionnaire, any option can serve as an answer, depending on the individual responding. However, in your questionnaire, many questions seem to have only one correct answer, making all other choices appear incorrect. The questionnaire appears more like an exam question paper.

Avoid creating questions directly from your textbook. Take some time to reflect and craft questions in a way that allows for 4-5 potential answers, giving users the freedom to choose the most suitable one based on their organization.

Regards,
Deepak

Dear Manasi

Your questionnaire is good if its purpose is to test some one's text book knowledge of OD. It is perfect for a university exam on OD! However your objective as you mentioned is 'current trends in OD' so I assume your survey is targeted at HR professionals.

For example the following is your question:

In T group method an increased awareness to _______ is created.

• Emotions

• Teamwork

• Loyalty

• Culture

It can be changed as :

Have you employed the T Group approach in your organisation. If so , on a scale of 1 to 10 rate its effectiveness.

Now this question will give you an idea on whether organisations actually use T Group approach and if they do what is their success rate.

After each question it would also be ideal to include a comments section so that any additional information that the respondent wishes to furnish can be recorded.

You can even use open ended questions like

1) What are the common OD interventions used in your company .Please name atleast 3

2) Out of the mentioned interventions, name the one that has been most successful

I hope this helps. Please write back to us and let us know if you need any help.

Can anyone answer this? What are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons?

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In the realm of recruitment, organizations utilize a variety of sources to attract and hire talent. Traditional sources include job postings on company websites, referrals from existing employees, print advertisements, and job fairs. These methods have their benefits, such as reaching a wide audience and tapping into employee networks for potential candidates. However, they may also have limitations in terms of reaching passive job seekers or ensuring diversity in the candidate pool.

On the other hand, current sources of recruitment encompass online platforms like LinkedIn, social media recruitment, and recruitment agencies. These avenues offer advantages such as targeted candidate searches, access to a global talent pool, and streamlined application processes. Nevertheless, they can be costly, overly competitive, or lead to potential information overload for recruiters.

Each source of recruitment has its own set of pros and cons, and organizations often employ a mix of traditional and current methods to meet their hiring needs effectively.