What according to you all is the difference between Organisation Development (OD) and Human Resources (HR). Are they similar and look to achieve the same goals or is there a difference?
From Pakistan, Faisalabad
From Pakistan, Faisalabad
Dear Tahir...
I am unable to understand the query of your's as you are asking the difference between HR & OD....or The meaning of OD is on-Duty/Organization Development... Kindly Brief.....
Regards,
Ramkishore
From India, Bangalore
53I am unable to understand the query of your's as you are asking the difference between HR & OD....or The meaning of OD is on-Duty/Organization Development... Kindly Brief.....
Regards,
Ramkishore
From India, Bangalore
Dear Tahir,
OD is something a new invention it will very much helpful nowdays the organisation in a betterway. OD concepts are different from HR. HR is a separte department for Recruiting, Staffing and maintain smooth industrial harmony. But OD is a continious process in organisation.
Regards,
Praveen
From India, Madras
OD is something a new invention it will very much helpful nowdays the organisation in a betterway. OD concepts are different from HR. HR is a separte department for Recruiting, Staffing and maintain smooth industrial harmony. But OD is a continious process in organisation.
Regards,
Praveen
From India, Madras
In my opinion OD concepts may not be entirely different form HR. Even HR helps in OD. It is a combined effort of all the personnel at all levels.
From India, Jabalpur
From India, Jabalpur
Organization Development is a deliberately planned effort to increase an organization's relevance and viability.Thus a systemic learning and development strategy intended to change the basics of beliefs, attitudes and relevance of values, and structure of the current organization to better absorb disruptive technologies, shrinking or exploding market opportunities and ensuing challenges and chaos.
A long-term effort, led and supported by top management, to improve an
organization's visioning, empowerment, learning, and problem-solving processes,
through an ongoing, collaborative management of organization’s culture – with
special emphasis on the culture of intact work teams and other team configurations –
utilizing the consultant – facilitator role and the theory and technology of applied
behavioral science, including action research.
Primary Distinguishing Characteristics Of OD
Focuses on culture and processes
• Encourages collaboration between organizational leaders and members in
managing culture and processes
• Teams of all kinds are particularly important for task accomplishments
• Focuses primarily on the human and social side of the organization.
Assumptions And Values Underlying OD
-Dealing with individuals
- Implication for managers
- Dealing with groups
-Designing and running an organization
Human Process interventions
-Process consultation / third party interventions
-Team building
-Search conference
-Organization confrontation meeting
Techno-Structural Interventions
-Formal structures
-Differentiation and Integration
-Parallel learning structures
Human Resource Management Interventions
-Goal setting
-Performance appraisal
-Reward systems
-Career planning and development
-Managing workforce diversity
-Employee wellness
-Parallel Learning Structures
-Person-Focused OD Interventions
-Encounter Groups (EG)
[IMG]http://upload.wikimedia.org/wikipedia/commons/thumb/c/c5/Systems_Model_of_Action-Research_Process.jpg/450px-Systems_Model_of_Action-Research_Process.jpg[/IMG]
Where as Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include "manpower", "talent", "labor" or simply "people".
The professional discipline and business function that oversees an organization's human resources is called human resource management (HRM, or simply HR).
Organization Development is the Strategy used by Top Management Even HR Management tool's such as PMS, EMS is used for Organization Development Over All Put together HR is Supporting function which has Massive Part in OD....
Regards,
Ramkishore
From India, Bangalore
A long-term effort, led and supported by top management, to improve an
organization's visioning, empowerment, learning, and problem-solving processes,
through an ongoing, collaborative management of organization’s culture – with
special emphasis on the culture of intact work teams and other team configurations –
utilizing the consultant – facilitator role and the theory and technology of applied
behavioral science, including action research.
Primary Distinguishing Characteristics Of OD
Focuses on culture and processes
• Encourages collaboration between organizational leaders and members in
managing culture and processes
• Teams of all kinds are particularly important for task accomplishments
• Focuses primarily on the human and social side of the organization.
Assumptions And Values Underlying OD
-Dealing with individuals
- Implication for managers
- Dealing with groups
-Designing and running an organization
Human Process interventions
-Process consultation / third party interventions
-Team building
-Search conference
-Organization confrontation meeting
Techno-Structural Interventions
-Formal structures
-Differentiation and Integration
-Parallel learning structures
Human Resource Management Interventions
-Goal setting
-Performance appraisal
-Reward systems
-Career planning and development
-Managing workforce diversity
-Employee wellness
-Parallel Learning Structures
-Person-Focused OD Interventions
-Encounter Groups (EG)
[IMG]http://upload.wikimedia.org/wikipedia/commons/thumb/c/c5/Systems_Model_of_Action-Research_Process.jpg/450px-Systems_Model_of_Action-Research_Process.jpg[/IMG]
Where as Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include "manpower", "talent", "labor" or simply "people".
The professional discipline and business function that oversees an organization's human resources is called human resource management (HRM, or simply HR).
Organization Development is the Strategy used by Top Management Even HR Management tool's such as PMS, EMS is used for Organization Development Over All Put together HR is Supporting function which has Massive Part in OD....
Regards,
Ramkishore
From India, Bangalore
Mr. Ramkishore has explained the definition of OD in detail. I would like to add something to define the role of HRM. Human Resource Management is concern with ATTAINING,DETAINING and RETAINING the people by way of Recruitment & selection,training & development and compensation and training. It is the shortest and richest explanation, which i have learned during my studies.
Best regards
Moin ul Hasan Khan
From Pakistan, Karachi
Best regards
Moin ul Hasan Khan
From Pakistan, Karachi
Dear Tahir
There is no single definition of "Organizational Development." If we were to break it into its parts we can discover one meaning: "Organization" has come to mean the coming together of people and resources to form a unit. "Development" in its simplest form suggests change and growth. So OD could be defined as "the practice of changing people and organizations for positive growth."
In practice, Organizational Development can take on many forms, and typical OD activities can include some of the following:
Team-building
organizational assessments
Career development
Training
e-Learning
Coaching
Innovation
Leadership development
Talent management
Change management
Regards,
Praveen
From India, Madras
There is no single definition of "Organizational Development." If we were to break it into its parts we can discover one meaning: "Organization" has come to mean the coming together of people and resources to form a unit. "Development" in its simplest form suggests change and growth. So OD could be defined as "the practice of changing people and organizations for positive growth."
In practice, Organizational Development can take on many forms, and typical OD activities can include some of the following:
Team-building
organizational assessments
Career development
Training
e-Learning
Coaching
Innovation
Leadership development
Talent management
Change management
Regards,
Praveen
From India, Madras
It is important to say that there is much debate and a number of alternative views relating to the differences between OD and HR and in many organisations, OD is combined with the HR function, with the Head of Department or Director having a dual role and title, as in “Head/ Director of OD and HR” (and vice versa) while in others, the HR department has a strategic role which implicitly but not explicitly includes OD.
From India, Chandigarh
From India, Chandigarh
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