Training and development - Individual OD interventions - Organizational Change and Development - Manu Melwin Joy

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Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate

Education

Training and development
Individual OD interventions

Prepared By
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Manu Melwin Joy
Assistant Professor
Ilahia School of Management Studies
Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com

Training and development
• Training: This activity is
both focused upon, and
evaluated against, the
job that an individual
currently holds.

Training and development
• Education: This activity
focuses upon the jobs that
an individual may
potentially hold in the
future, and is evaluated
against those jobs.

Training and development
• Development: This
activity focuses upon the
activities that the
organization employing
the individual, or that
the individual is part of,
may partake in the
future, and is almost
impossible to evaluate

Training and development - Individual OD interventions - Organizational Change and Development - Manu Melwin Joy

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. Practitioners place emphasis both on productivity and human fulfillment.

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Now we are ready to learn to cope with the new situation and make sense of our new identity, or our new identification with our part in our new situation. Everything is in place for us to start a learning curve and to develop. In the example of a job we would start thinking about courses and plan to develop learning activities that would develop skills and knowledge to do the job that we are in. Now is the time for managers to help the worker make these learning plans, planning not just for courses but other activities that will promote development.

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