Organization development

Jon Boyes
Employability and Graduate Development
PGDHRM
www.hrspot.co.in
Kolkata | Bhubaneswar | Hyderabad
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Organization Development
Post Graduation Diploma in Human Resource Management
Organization Development 1

What is

 Organization Development (OD) is the study of successful organizational change and performance.
Organizational structures and processes influence worker behaviour and motivation.
 OD has focused on aligning organizations with their rapidly changing and complex environments
through organizational learning, knowledge management and transformation of organizational
norms and values.

Process of OD

Initial Diagnosis of the Problem
Data Collection
Data Feedback and Confrontation
Planning Strategy for Change
Intervening in the System
Team Building
Evaluation

What is Training

 Skill enhancement processes
 Systematic acquisition of attitudes,
concepts, knowledge, roles, or skills
 Short term, task oriented and targeted on
achieving a change of attitude, skills and
knowledge in a specific area
 That result in improved performance at
work

Training Objectives

 Increase in efficiency
 Increase in Morale of Employees
 Better Human Relations
 Reduced Supervision
 Increased Organizational Viability
 Increased Organizational Flexibility

Steps of Training Process

Time
Performance
/Results
Expected Curve
Actual Curve
Gap
In training terms this means we need to develop programs to fill the gap

Methods of Training

 Orientation Training
 Job Instruction Training
 Apprentice Training
 Internship and Assistantship
 Job Rotation
 Coaching
On The Job

 Lecture and Special Study
 Conference and Discussion
 Case Study
 Role Playing
 Simulation
 Programmed Instruction
 Laboratory Training
Off The Job

 Computer Based Training
 Distance and Internet Based Training
 Action Learning
 Job Rotation
 Management Games
 University Related Programs
 Outside Seminar
Others

Class Activity

Training and Development Program Designing
Please Identify the top three Training need for HR Spot or any other specific
Organization through a discussion. Decide the training methods for target
group. Prepare a training calendar and design training feedback form.
Group Activity: 30 min

What is Psychometric Test

 Aim to measure aspects of your mental ability, aptitude or your personality
 Used as part of the recruitment or selection, and also for promotion process
 Used by 80% of Fortune 500 and 75% of Times Top 100 companies

What to Measure

 How well you work with other people
 How well you handle stress
 Whether you will be able to cope with the demands of the job
 Your personality, preferences and abilities
 Best match of individual to occupation and working environment

Types of Test

Personality & Interest Tests
Aptitude & Ability Tests

Features of the Test

 Under exam conditions
 Usually timed
 Multiple choice
 Unusual to finish all questions
 Results compared with norm group
 Generally no directly scoring
mechanism

Some Popular Test

 16 PF [16 Personality Factor]
 MBTI [Myers Briggs Type Indicator]
 OPQ32 [Occupational Personality Questionnaire 32]
 Thomas Personal Profiling System
 Gordon’s Personal Profile Inventory
 Rorschach Ink-Blot Test
 FIRO-B [Fundamental Interpersonal Relations
Orientation- Behavior]
 PFT [Picture Frustration Test]
 TAT [Thematic Apperception Tests]

Psychometric Test Designing
All students will be asked to design Psychometric Test questionnaire, At least
10 questions. Apply Personality, Interest, Aptitude, Ability Tests parameters
to design the questionnaire.

HR Audit

A process of examining policies, procedures,
documentation, systems, and practices with
respect to the HR functions. The purpose is to
reveal the strengths and weaknesses in the
organization's human resources system and any
issues needing resolution.

Purpose of HR Audit

 Effectiveness of performance of HR Department
 Implementation of HR policies and procedures
 To find out the reasons for low productivity
 Evaluation of the HR staffs and employees

Methods of HR Audit

Individual Interview Method
where top level management and
senior managers are interviewed,
individually. It helps in knowing their
thinking about future plans and
opportunities available for the
company

Group Interview Method
where Group interviews and
discussions with the employees and
executives of large companies for HR
audit, facilitate collection of
information about effectiveness of
existing systems

Workshop Method
is also known as Large Scale
Interactive Process (LSIP), is
conducted in some cases of audit

Questionnaire Method
Feed back about various dimensions of
HRD, including the competency base of
HRD staff, the styles of line managers,
the implementation of various HRD
systems, etc are obtained through a
detailed questionnaire from individuals
or groups for HR audit. This method
helps in benchmarking

Observation Method
The auditors should physically visit the
workplace . To assess the extent to
which a congenial and supportive
human welfare oriented climate exists
in the company. This is essential
because employees are not likely to give
their best if they do not live in good
surroundings. The observations can be
conducted using a check list of
questions

Analysis of Secondary Data Method
can give an insight into the HRD
assets and liabilities of the company
i.e. analysis of age profiles of the
employees, training attended, the
minutes of the meetings held etc.

Analysis of Reports, Records
Published literature
of the company including annual
reports, marked hand-outs, training
calendar personnel manual, and
various circulars issued from time to
time are also likely to help
immensely in assessing the strengths
and weaknesses of HRD

Process of HR Audit

HR Audit Process Designing
List down the HR processes need to be Audited in HR Spot or any other
specific Organization. Design the mechanism to audit the processes. Submit
the report with suggestion to improve the functions of HRD.

HR Policy

 Human resource policies are continuing guidelines on the approach an organization intends to
adopt in managing its people.
 They therefore serve as a reference point when human resources management practices are being
developed or when decisions are being made about an organization's workforce.
 Policies are written as statements or rules. Procedures are written as instructions, in logical steps.

 Support consistent treatment of staff, fairness and transparency
 Help management to make decisions that are consistent, uniform and predictable

Designing HR Policy

HR Policy Designing
All student will be asked to design HR Policy for a specific Organization, List
down 20 policies, and develop the procedures of the same.

Post Graduation Diploma in Human Resource Management
Organization Development 2

HR Admin

The word “Administer” derived from the Latin
word – “ad + ministraire” means care for or
look after people to manage affairs .
Administration is the process in which directs
and guides the operation of an organization
on the establishing aims.
It is the direction, coordination an control of
many persons to achieve some purposes or
objectives.

Nature of HR Administration

 It is universal
 It is holistic
 It is continuous
 It is goal oriented
 It is social and human nature
 It is dynamic
 It is creative or innovative

Elements of Administration

 Planning
 Organizing
 Staffing
 Directing
 Coordinating
 Reporting
 Budgeting

HR Administration Designing
Design 5 administrative strategies for HR Spot. Demonstration of features of
HR Admin should be reflected in the report you will prepare.

HRBP

HRBP is Human Resource Business Partner.
HR nowadays is the integral part of
Strategic HR and an integrated part of
Business of the company, directly,
indirectly, actively, passively.

Model of HRBP

 Acts as a single point of contact for HR
 Shares HR and business goals
 Leads difficult HR projects
 Identifies top talents across units
 Design the HR plan for departments
Business Partner

 Runs the effective personnel
administration and payroll
 Provides accurate data to other
departments in the organization
 Ensures the full compliance of HR
procedures and processes
Administration Expert

 Support the business strategy
implementation
 Leads change management
components of cross functional
projects
 Navigates employees through the
change
 Provides guidance and coaching to
managers and employees
Change Champion

 Runs regular employee surveys
 Protect employees and protects their
interest during management
discussions
 Collects and acts on feedback from
employees
Employee Advocate

Strategic HRBP

Drive Business
Imperatives
Enable Decisions
And Management
Serve staff
Automate
Control
Integrated
Talent
Management
Operational HR
Personnel
Department
High Impact HR
Evolution of Human Resources & enabling Technology
Next
Talent Technology
HR ERP Technology
Payroll Centric Technology

TRANSACTIONAL ACTIVITIES
 Administration
 Support
 Payroll
 HRIS
 Training
Phase One Phase Two
HRM Strategic Business Partner
STRATEGIC ACTIVITIES
 Business acumen
 Leadership
 Functional knowledge
 Personal impact
 Driving performance
 Process knowledge
 OD and change
 Consulting
Aligning human resourcing with business strategy for enhanced capability

Strategic HR Activities
Design 10 strategies for overall strategic HR planning for HR Spot. Planning
should be well aligned with the business goal of the organization.

Job Analysis

Systematic analysis of each job for the
purpose of collecting information as to
what the job holder does, under what
circumstances it is performed and what
qualifications are required for doing that
job. Process of studying and collecting
information relating to the operations and
responsibility of a specific job.

Advantages of Job Analysis

 Devising an acceptable wage.
 Proper placement of workers in job.
 Formulating the internal training plan.
 Avoid wage and other discrimination.

Methods of Job Analysis

Components of Job Analysis
Techniques of Job Analysis
 Job Description
 Job Specification
 Personal Observation
 Questionnaires
 Log records
 Personal Interview

 Educational Qualification
 Professional Qualification
 Skills
 Practical Experience
 Physical fitness
 Special qualities required for
performing the job
 Job Title
 Location
 Designation
 Salary
 Gender Preference
 Age Preference
 Reported To & Reported By
Job DescriptionJob Specification

Job Analysis Activities
List down 5 job roles of HR Spot. Do the Job Analysis of each job role.
Design Job Specification & Job Description.

Job Evaluation

Job Evaluation is a systematic way of
determining the value/worth of a job in
relation to other jobs in an organization.
Makes a systematic comparison between
jobs for the purpose of establishing a
rational pay structure

The process of determining how much a
job should be paid, balancing two goals.
Internal Equity: Paying different jobs
differently, based on what the job entails.
External Competitiveness: Paying
satisfactory performers what the market is
paying

Objective of Job Evaluation

 Helps in determining wage
 To ensure equal wages to the jobs of
equal worth or value
 To minimize wage discrimination
based on sex, age, caste, region,
religion etc.
 Helps in the proper placement of
workers in job

Process of Job Evaluation

Methods of Job Evaluation

Qualitative Method
Quantitative Method
 Ranking or Job Comparison
 Grading or Job Classification
 Point Rating
 Factor Comparison
A Job Evaluation committee should be created to decide the best method for the organisation

 Each job is compared with other and
this comparison of jobs goes on until all
the jobs have been evaluated and
ranked
 All jobs are ranked in the order of their
importance from the simplest to the
hardest or from the highest to the
lowest.
Ranking Method

 A job grade is defined as a group of
different jobs of similar difficulty or
requiring similar skills to perform them.
 The grades or classes are created by
identifying some common denominator
such as skills, knowledge and
responsibilities.
Grading Method

 Jobs are broke down based on factors
such as skill, effort, training,
knowledge, hazards, responsibility, etc.
 Points are allocated to each of these
factors. Weights are given to factors
depending on their importance to
perform the job.
 Points so allocated to various factors of
a job are then summed.
 The jobs with similar total of points are
placed in similar pay grades.
 The sum of points gives an index of the
relative significance of the jobs that are
rated.
Point Rating Method

 This method is a combination of both
ranking and point methods in the sense
that it rates jobs by comparing them
and makes analysis by breaking jobs
into compensable factors.
Factor Comparison Method

Job Evaluation Designing
List down all possible designations/job roles of HR Spot. Execute a Job
Evaluation exercise for all of them using Qualitative and Quantitative
Methods.

Organization development

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