I have been requested by my management to come up with a KPI for 2007 onward to solve the high attrition rate problem that we have been facing in the Company. Frankly, the OD concept is something new to me that I would like to educate myself and read articles on its theory and the basics.
Can anyone assist or direct me to a source that can help in this regard. many thanks...
From Saudi Arabia
Can anyone assist or direct me to a source that can help in this regard. many thanks...
From Saudi Arabia
hello
I am an OD process facilitator and I would love to share with you material on OD. even in the citehr thier are some good down loads available.
I am very convinced that we shhould not use OD as problem solving but as an Appreciative inquiry.
get in touch if you need more..arvind chittewale 9823075568
I am an OD process facilitator and I would love to share with you material on OD. even in the citehr thier are some good down loads available.
I am very convinced that we shhould not use OD as problem solving but as an Appreciative inquiry.
get in touch if you need more..arvind chittewale 9823075568
hi,
organization development is about increasing the organizations' effectiveness through various interventions..
attrition is inevitable .. no matter how good you are in the industry people will leave eventually over a period of time...before you could bring an external intervention.. as an HR one should identify the root causes of people leaving the organization you could get the data from the exit interviews...
examine the processes right from recruitment to performance appraisal to compensation.. try competency based processes.. be it for recruitment appraisal etc..
interestingly i just read in today's economic times or the business line about TCS strategy in retaining the talent.. inspite of being massive recruiter the have one of the lowest attrition rate of 10.3% .. why is so..
they have used three startegies..
1) employee engagement at all levels
2)finding right fit employees through recruitment
3)giving employees opportunities to learn and grow..through job rotation, exposure to latest technlogy etc..
so it's upto the HR personnel to identify the right strategy for his respective organization based on the organization's mission and goals..
most importantly..always..always get the top management support for every event..
good luck!!
From India, Bangalore
2organization development is about increasing the organizations' effectiveness through various interventions..
attrition is inevitable .. no matter how good you are in the industry people will leave eventually over a period of time...before you could bring an external intervention.. as an HR one should identify the root causes of people leaving the organization you could get the data from the exit interviews...
examine the processes right from recruitment to performance appraisal to compensation.. try competency based processes.. be it for recruitment appraisal etc..
interestingly i just read in today's economic times or the business line about TCS strategy in retaining the talent.. inspite of being massive recruiter the have one of the lowest attrition rate of 10.3% .. why is so..
they have used three startegies..
1) employee engagement at all levels
2)finding right fit employees through recruitment
3)giving employees opportunities to learn and grow..through job rotation, exposure to latest technlogy etc..
so it's upto the HR personnel to identify the right strategy for his respective organization based on the organization's mission and goals..
most importantly..always..always get the top management support for every event..
good luck!!
From India, Bangalore
Many thanks for the comments received. Rightly say, OD is not a tool to solve problems, yet improving and developing factor that could solve problems in the middle. using Richard Beckhard definition "OD is a planned effort, organization wide, managed from top to increase organization effectiveness and health through planned interventions in org process, using behavioral science knowledge".
So several symptoms in the organization at corporate level that could call for improvement. Examples are (1) decrease in morale and motivation (2) increase in attrition rate (3) inappropriate safety behavior (4) appearant communication gap (5) ineffective team work (6) lack of innovation atmosphere. Sure while considering OD, there will be a need to use several tools from the start when diagnosing the problem upto setting the strategy for implementation. Principles and approaches such as root-cause, behavioral science, change management, TQM are tools that will become inevitable and will form part of the process.
Thanks again for sharing the knwoledge.
From Saudi Arabia
So several symptoms in the organization at corporate level that could call for improvement. Examples are (1) decrease in morale and motivation (2) increase in attrition rate (3) inappropriate safety behavior (4) appearant communication gap (5) ineffective team work (6) lack of innovation atmosphere. Sure while considering OD, there will be a need to use several tools from the start when diagnosing the problem upto setting the strategy for implementation. Principles and approaches such as root-cause, behavioral science, change management, TQM are tools that will become inevitable and will form part of the process.
Thanks again for sharing the knwoledge.
From Saudi Arabia
Dear mr arvind
I am interested in OD and conceptualizing and executing various HR process and systems. Can you please help and send any material on this topic which will be helpful to me.
Regards
Srinivas
9392470619
From India, Visakhapatnam
I am interested in OD and conceptualizing and executing various HR process and systems. Can you please help and send any material on this topic which will be helpful to me.
Regards
Srinivas
9392470619
From India, Visakhapatnam
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Veritas - Organizational Development (OD) Solutions.pdf
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