Organizational Development Suchitra Bhaskar Head, Training & Development CRISIL LTDWednesday, June 29, 2011 1
Change Everyone thinks of changing the world, but no one thinks of changing himself Leo Tolstoy Its not that some people have willpower and some dont. Its that some people are ready to change and others are not.
Levels of Organizational Change 1. Individual 2. Team 3. Organization
OD Interventions The term Intervention refers to a set of sequenced, planned actions or events intended to help an organization to increase its effectiveness.
1. Strategic Interventions Strategic Interventions link the internal functioning of the organization to the larger environment & transform the organization to keep pace with the changing conditions 1. Integrated Strategic Change 2. Merger and Acquisition Integration 3. Culture Change 4. Learning Organization
3. Techno-Structural Interventions These interventions deal with an organization’s technology (for examples its task methods and job design) and structure (for example, division of labor and hierarchy) These interventions are rooted in the disciplines of engineering, sociology, and psychology and in the applied fields of socio-technical systems and organization design. 1. Structural Design 2. Downsizing 3. Re-engineering
2. People/HR Interventions Human Resource Interventions are concerned with attracting competent people to the organization, setting goals for them, ensuring they develop their careers and also with social processes occurring within the organization such as, communication, group dynamics. 1.Performance Appraisal 5. Team Building 2.Reward & Recognition o Conflict 3.Leadership Development o Leadership Intervention
Outcome of OD Interventions OD Practitioner HR Strategic Techno- Structural Intervention Intervention Intervention Change Attitudes & Change Structures Change Processes & Values & Design Methods New Behaviors New Relationships New Processes Improved Performance
Factors that Determine Success of ODInterventions Readiness for Change Capability to Change Cultural Context Capabilities of the Change Agent (OD Consultant)
Talent & Leadership Development “Talent Management is the process by which an organization puts the right mechanisms in place to deliver competitive advantage through the effective management of its people.” “In other words, ensuring the right people are in the right roles at the right time to deliver on strategy now and in the future.”
M & A Interventions HR can add value to an M&A situation through the following steps: 1.Pre-deal 2.Due diligence 3.Integration 4.Implementation 5.Effective Communication
Cultural Change Sharing the vision of Culture Empower the individual Develop trust levels Reward & reinforce performance Strategy – Culture Incremental change - Share new vision, Lead by key people, define norms Reinforce culture ( expansion & growth) Change the strategy ( strong culture )
Reward Systems Effectively designed and managed reward programs can drive an organizations change process by positively reinforcing desired behaviors The recognition/rewards should be provided frequently enough to make performers feel valued for their efforts If a job is worth doing, it is worth measuring progress and celebrating achievements.