Hi Madam/Sir,
I have joined my organization as an HR Recruiter and am currently learning HR Admin work. My Head HR assigned me a task called Organizational Development. Despite searching in various search engines, I couldn't find the exact answers. However, I understand the expectation; they want to change the organization's structure.
Additionally, they want me to undertake a project related to this, but I have no idea how to proceed. I can see a clear structure from top to bottom: one General Manager, three Managers, three Shift Leads, and ten Leads. On the other side, there is the Head of Quality (QA) followed by a Manager, Leads, and Members. The Head of Product leads to Product Managers and Business Analysts.
For your information, I am working in a product-based organization.
I would appreciate guidance on how to proceed in this situation. I am eagerly awaiting instructions from you professionals!
Thank you.
From India, Chennai
I have joined my organization as an HR Recruiter and am currently learning HR Admin work. My Head HR assigned me a task called Organizational Development. Despite searching in various search engines, I couldn't find the exact answers. However, I understand the expectation; they want to change the organization's structure.
Additionally, they want me to undertake a project related to this, but I have no idea how to proceed. I can see a clear structure from top to bottom: one General Manager, three Managers, three Shift Leads, and ten Leads. On the other side, there is the Head of Quality (QA) followed by a Manager, Leads, and Members. The Head of Product leads to Product Managers and Business Analysts.
For your information, I am working in a product-based organization.
I would appreciate guidance on how to proceed in this situation. I am eagerly awaiting instructions from you professionals!
Thank you.
From India, Chennai
Dear Sasikumar,
It is unfortunate to note that you and your HR Head both have not understood what Organization Development (OD) is. OD is not a small project that can be given to an HR Recruiter.
I recommend both of you to read books on Organizational Behavior (OB). In all the OB books, you will find a chapter on OD. You need to understand what OD is. It is not just restricted to organizational restructuring.
Since both of you do not have an iota of understanding of OD, there is no point in giving our comments. About a year ago, I had given my reply on this subject. You may click the following link to refer to it:
https://www.citehr.com/564656-understanding-different-actions-od-practitioners.html#post2310354
In addition to the above link, there is a knowledge category called Organization Development in this forum. Go through a few threads to understand OD.
Thanks,
Dinesh Divekar
From India, Bangalore
It is unfortunate to note that you and your HR Head both have not understood what Organization Development (OD) is. OD is not a small project that can be given to an HR Recruiter.
I recommend both of you to read books on Organizational Behavior (OB). In all the OB books, you will find a chapter on OD. You need to understand what OD is. It is not just restricted to organizational restructuring.
Since both of you do not have an iota of understanding of OD, there is no point in giving our comments. About a year ago, I had given my reply on this subject. You may click the following link to refer to it:
https://www.citehr.com/564656-understanding-different-actions-od-practitioners.html#post2310354
In addition to the above link, there is a knowledge category called Organization Development in this forum. Go through a few threads to understand OD.
Thanks,
Dinesh Divekar
From India, Bangalore
OD is a vast subject to understand. For any organization, it is important to pave a path that leads to its ultimate aim. As HR personnel, it is to be understood that if the path is defined, then requisite talent is put to work where employees are required to be hired, trained, inducted, and put to rolling on to their duties that take the organization towards set goals. The deviations in this journey of development should be considered serious, and lessons should be learned, with well-proven techniques implemented to avoid any further deviations. In conclusion, OD is said to be achieved by an organization if there is progressive overall growth of the organization, its stakeholders, and its employees, while considering environmental and social responsibilities towards the nation and the good of all human beings.
OD does not necessarily call for any change in structure or hierarchy; it is all about doing all those essential activities that lead the company to a brand and beyond.
From India, Vadodara
OD does not necessarily call for any change in structure or hierarchy; it is all about doing all those essential activities that lead the company to a brand and beyond.
From India, Vadodara
Your HR Head has entrusted this work despite knowing your competency level and track record in the company. You cannot bring about changes by searching or researching. It will be like a doctor trying to build a flyover. The problem lies with your HR head. Further, it appears that you people have a mindset that you know everything. If you are serious about it, you can decide on the structural changes and have discussions with professionals with a good track record.
From India, New Delhi
From India, New Delhi
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