project on ovextech, about how to bring change implementing odc strategies.

1. Organizational Development and
Change Management

2. Group Members
 Ali Mursleen 12-4953
 Hamza Waheed 12-5839
 Ali Imran 12-

3. Company Profile
 OVEX Technology is a subsidiary of En Pointe Technologies.
 It is a Business Process Outsourcing (BPO) provider in Pakistan.
 Its clientele ranges from Fortune 500 to dynamic medium-sized
businesses.
 Currently the company has over 850 employees.
 it is one of the leading BPO and IT service providers.
 It is the second largest exporter of IT services in Pakistan.

4. Mission Statement
To become one of the region’s leading
company in providing business process and
IT solutions

5. Products and Services
There is a diverse range of products and services which Ovex
provides to its customers few of them are
 Accounting Outsourcing
 IT Outsourcing
 HR Outsourcing
 Data Management
 Medical Billing and Coding
 Content Development
 Software Solutions

6. Organizational Structure of Ovex

7. Organizational Development
Process

8. Anticipate need for change
 OVEX TECH encountered with the problem of very non-specific
hiring procedures and policies.
 The company used to rely on judgments of interviewer based
on his own assumptions and dimensions.
 Each interviewer evaluated according to his point of view,
which could be different from others.
 The evaluation terms have no quantitative numbers attached to
them, so at times there arises conflict among the interviewers.

9. Develop Practitioner-Client Relationship
 The problem company had was with the hiring procedures.
 Muhammad Umair (Selection and Recruitment Executive of
OVEXTECH TECH) enters as an OD practitioner to assist the
organization.
 Already had a good relationship with employees.
 Know how about the problem.
 Aware of the internal affairs of the company.

10. Diagnostic Phase
 OVEX TECH PAKISTAN identifies need for changing their hiring
policies.
 The current performance and the level of quality was low in
that area.
 The objective was to introduce new and effective hiring
procedures for the organization.
 In order to do that data was collected and the method they
adopted was direct observation.

11. Action plans, Strategies and techniques
To increase the organizational effectiveness following strategies
and techniques are formulated
 Screening tests
 IQ tests
 Analytical tests
 Logical reasoning tests
 Stress Management tests

12. Conclusion
 The analysis has revealed that although there is a little
discrepancy with the standard techniques, however there is
always a room for improvement.
 Some people do not perform well all of a sudden for the tests
and interview at the same time.
 Some people are competent but they lack communication
skills, therefore they would be screened out at the interview.

13. Recommendations
 Adopt a flexible hiring strategy by adopting on the job scenarios
in the process of hiring. By using this method, they can test
various other skills and hidden capabilities of the candidates
instead of seeing only the obvious ones which may not meet
expectations.
 Training of the selected employees can be conducted while on
job to improve their communication, interpersonal and various
other skills. Most of polishing and learning of skills comes
through experience

14. Thank You