This document discusses organizational development and change management. It covers: 1. The levels of organizational change including individual, team, and organization levels. 2. Common OD interventions like strategic interventions, people/HR interventions, and techno-structural interventions. 3. Factors that determine the success of OD interventions like readiness for change, capability to change, and cultural context.

1. Organizational Development
Suchitra Bhaskar
Head, Training & Development
CRISIL LTD
Wednesday, June 29, 2011 1

2. Change
Everyone thinks of changing the world, but no
one thinks of changing himself
Leo Tolstoy
It's not that some people have willpower and
some don't. It's that some people are ready to
change and others are not.

3. The Change Process
DENY EXPLORE
RESIST COMMIT

4. The story
The story
of
of
An Eagle…
An Eagle…

5. Levels of Organizational Change
1. Individual
2. Team
3. Organization

6. OD Interventions
The term Intervention refers to a set of sequenced,
planned actions or events intended to help an
organization to increase its effectiveness.

7. 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

8. 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

9. 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

10. Types of Interventions

11. 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

12. Factors that Determine Success of OD
Interventions
Readiness for Change
Capability to Change
Cultural Context
Capabilities of the Change Agent (OD Consultant)

13. 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.”

14. Culture Change

15. THANK YOU!
Write at :subhaskar@crisil.com

16. 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

17. 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 )

18. Reward Systems
Effectively designed and managed reward programs can
drive an organization's 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.