Class 17. organization development 1 v7.0

Jon Boyes
Employability and Graduate Development
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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.

Class 17. organization development 1 v7.0

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