Organizational HR Strategies.
Organizational
development Strategy (OD).
Organization development is an
effort (1) planned, (2) organization-wide and (3) managed from the top, to (4)
increase organization effectiveness and health through (5) planned
interventions in the organization’s “processes”, using behavioral-science
knowledge (Beckhard, 1969).
OD Strategies concentrate on how
things are done as well as what is done. Features are:
· They are managed or at least strongly supported, from the
top but may make use of third parties or change agent to diagnose problems and
to manage change by various kinds of planned activity or intervention.
· The plans for OD are based on a systematic analysis and
diagnosis of the strategies and circumstances of the organization and the
changes and problem affecting it.
· It uses behavioral science knowledge and aim to improve
the way the organization copes in times of change through such process as interaction,
communication, participation, planning and conflict management.
· They focus on ways of ensuring that business and HR
strategies are implemented, and change is managed effectively.
Activities Incorporated in the OD Strategy.
· Action research: systematically collecting data from
people about process issues and feeding the data back to identify problems and their
actual causes.
· Survey feedback: Variety of action research in which data
are systematically collected about the system and then fed back to groups to analyze
and interpret as the basis for preparing action plan.
· Intervention: Core structured activities involving clients
and consultants to generate and help client to product valid information that
they understand about their problems. Create opportunities for clients to research
effectively for solutions to their problems, to make free choices. Create
conditions for internal commitment to their choices and opportunities for the
continual monitoring of the action taken.
· Process consultation: helping clients to generate and analyze
information that they can understand and following a through diagnosis, act
upon. Eg: inter group relations, interpersonal relations, and communication.
· Group dynamics: determines how groups act and react in
different circumstances.
· Inter group conflict intervention.
· Personal intervention: Sensitive training laboratories,
neuro-linguistic programming ect..
Strategies
for Organizational Transformation
These
strategies are usually driven by senior and line manager with the support of OD
specialists which involves envisioning, energizing, and enabling.
8 Steps to transform an organization by Jotter, 1995
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- Establishing a sense of urgency.
- Forming a powerful guiding coalition.
- Creating a vision.
- Communicating the vision.
- Empowering other to act on the vision.
- Planning for an creating short-term wins.
- Consolidating improvement and producing still more change.
- Institutionalizing new approaches.
Strategies of Culture Change.
If real culture change to occur, organization must foster a positive attitude among their employees.
- Match strategy and culture.
- Focus on a few critical shifts in behavior.
- Honor the strengths of the existing culture.
- Integrate formal and informal interventions.
- Measure and monitor culture evolution.
Strategies for knowledge management.
Components of knowledge
management strategy
It is concerned with the
organizational people management process that helps to develop an open culture
in which the value and norms emphasize the importance of sharing knowledge and
facilities knowledge sharing networks. The strategy refers to methods of
motivating people to share knowledge and rewarding those who do so.
Commitment Strategy
A form of management, which is aimed at eliciting a commitment so that behavior is primarily self-regulated rather than controlled by sanctions and pressures external to the individual, and relation withing the organization are based on high level of trust, the basis of achieving high commitment.
- Career development, emphasis on trainability and employee commitment.
- High level of flexibility and no rigid job description.
- The reduction of hierarchies and status differentials.
- A heavy reliance on team structure.
- High involvement of employees in the management of quality.
- New forms of assessment and payment system and, more specifically merit pay and profit sharing.
- Training
- Developing ownership
- Job engagement
Strategies for Developing a Climate of Trust.
Trust may be developed if managements
act fairly, equitably and consistently if a police of transparency is
implemented.
4 step renewal strategy as per Herriot (1998)
- Admission by top management that it has paid insufficient attention in the past of employee’s diverse needs.
- A limited process of contracting by which a specific transition to a different way of working for a group of employees is embarked on in a form that takes individual needs into account.
- Establishing knowledge-based trust based not on a specific transactional deal but on a developing perception of trust worthiness.
- Achieving trust based on identification by which each party empathizes with the other needs and therefore takes them on board themselves.
Conclusion
Organizational Development (OD) strategy is a planned and
organization-wide effort managed from the top that aims to increase an
organization's effectiveness and health through planned interventions using
behavioral-science knowledge. The activities incorporated in OD strategy
include action research, survey feedback, intervention, process consultation,
group dynamics, intergroup conflict intervention, and personal intervention.
Moreover, the article discusses the strategies for organizational
transformation, culture change, knowledge management, and developing a climate
of trust. The eight steps to transform an organization include establishing a
sense of urgency, forming a powerful guiding coalition, creating a vision,
communicating the vision, empowering others to act on the vision, planning for
and creating short-term wins, consolidating improvement, and institutionalizing
new approaches. Trust may be developed if management acts fairly, equitably,
and consistently, and if a policy of transparency is implemented. Overall,
these strategies are crucial for organizations that aim to improve and thrive
in a constantly changing business environment.
In my next blog will going to explain about functional HR Strategies.
Reference
· Beckhard(1969),Organization Development
Definitions. (n.d.). Available at: https://intelliven.com/wp-content/uploads/2020/02/Definitions-of-OD.pdf.
·
CIPD (2022). Organisation Development | Factsheets | CIPD.
[online] CIPD. Available at: https://www.cipd.co.uk/knowledge/strategy/organisational-development/factsheet.
·
Corporate Finance Institute. (n.d.). Organizational
Development. [online] Available at: https://corporatefinanceinstitute.com/resources/management/organizational-development/.
·
Association for Talent Development (2022). What is
Organization Development | The 5 Phases of OD Strategies. [online]
www.td.org. Available at: https://www.td.org/talent-development-glossary-terms/what-is-organization-development.
· kotter, J. (2021). The 8 Steps for Leading Change. [online] Kotter International Inc. Available at: https://www.kotterinc.com/methodology/8-steps/.
· Potts, E. (2018). Five Ideas on Strategies and Tactics for Cultural Change. [online] A More Perfect Story. Available at: https://medium.com/a-more-perfect-story/five-ideas-on-strategies-and-tactics-for-cultural-change-fdedd1325f7a#:~:text=Five%20Ideas%20on%20Strategies%20and%20Tactics%20for%20Cultural [Accessed 5 Apr. 2023].
Another great explanation of SHRM for the development of an organization. An evidence-based scientific approach called organizational development helps companies become effective and change-resistant by creating, enhancing, and consolidating their strategies, structures, and procedures. The varied outcomes of OD can include financial performance, employee engagement, customer satisfaction, and general change management because OD attempts to increase organizational effectiveness. However, it is important to emphasize that although OD and HRM (human resource management) are both people-centric processes and are sometimes used interchangeably, they are actually distinct. (Malik, P. 2021)
ReplyDeleteThank you Piumi for sharing your insights on organizational development (OD) and its relationship with human resource management (HRM). I agree that OD is a valuable approach for companies to improve their effectiveness and resilience through strategic changes in their structures, processes, and culture. It is also important to note that OD and HRM serve different functions, but they are complementary and interrelated. While OD focuses on broader organizational change and development, HRM is more focused on managing and developing human capital to support the organization's goals and objectives. Ultimately, both approaches are essential for the long-term success of an organization.
DeleteThis blog post is really informative and valuable for anyone who wants to improve the health and effectiveness of their company. I liked how you explained in depth what organizational development strategy (OD) is and how it can be used in a planned, company-wide effort directed from the top. Action research and changing a company's culture are just two of the actions and techniques discussed. Together, they make a clear plan for companies that want to change. I am also interested in how companies can determine how well these techniques work and ensure they have a natural effect.
ReplyDeleteHave you ever used organizational growth tactics at work? If so, what were the results?
Thank you so much for your comment and Iam continuing this article and at the end I'm going to explain about the results.
DeleteA well-written article on Organizational HR Strategies, Hansika! I like how you have highlighted the different types of strategies that can be implemented by an organization when focusing
ReplyDeleteon a strategy change.
Out of the four strategies mentioned, developing a climate of trust can be the most challenging to implement during a period of organizational change. According to McAllister (1995), trust is built through repeated interactions over time, which can be challenging during a period of change when employees are uncertain and skeptical about the changes being made. Additionally, Rousseau et al. (1998) state that trust requires consistency in behavior, which may be difficult to achieve with new leadership or changes in leadership style. Moreover, Mayer et al. (1995) suggest that trust requires transparency and honesty, which may be challenging to maintain during a time of ambiguity and uncertainty about the changes being made.
Cultural change strategies can also be challenging to implement during a period of organizational strategy change. However, I believe that developing a climate of trust is slightly more challenging because it is a critical foundation for successful culture change. Cultural change often involves changing deeply ingrained beliefs, values, and behaviors within an organization, which can be challenging to achieve. Lewicki and Bunker (1996) . However, if there is a climate of trust within the organization, it can facilitate the adoption of new behaviors and values necessary for cultural strategic change. Looking forward to reading your next article!
Happy to hear these things and thank you for sharing these details with us.
DeleteOrganizational development is a long-term, scientific process that aims to improve an organization's performance, effectiveness, and ability to solve problems. This model has talent development capabilities. Further, this strategy has some advantages like productivity, quality work, job satisfaction, and teamwork improvement, but it also has some disadvantages like time requirement, expenditure, delayed payoff, and possible failure, all of which need to be seriously considered. But you have discussed organizational development strategy (OD), transformation strategy, and developing a climate of trust strategy through this article with covering a lot of area
ReplyDeleteThan you for your valuable comment and those ideas.
DeleteGreat write-up on SHRM for organizational development Hansika, A strategic management method has advantages and limitations, just like any other procedure or tool. Sadly, rather than being caused by intrinsic restrictions, many of the drawbacks are the result of improper application, frequently by subpar consultants. You, the customer, are ultimately responsible for determining whether the strategic management process you are employing is suitable for your requirements, just like with any instrument or procedure. (Robinson, R. 2005)
ReplyDeleteThank you for your comment and insight, Robinson (2005). You make an excellent point that the effectiveness of the strategic management process is not solely dependent on the method itself, but also on its proper application. Indeed, the success of any organizational development initiative depends heavily on the skill and expertise of the consultants involved in its implementation.
DeleteA very comprehensive overview of the Organizational Development (OD) strategy and its components, Hansika! It is interesting to observe how OD techniques can enhance the efficiency and wellness of a company through deliberate interventions based on behavioral-science understanding.
ReplyDeleteThank you for your feedback! Yes, Organizational Development (OD) is a comprehensive approach that emphasizes the human element of organizations and aims to improve overall organizational effectiveness and individual well-being. The integration of behavioral-science principles and interventions can lead to positive outcomes for both employees and the organization as a whole. It is important for companies to prioritize OD strategies as they can lead to better employee engagement, increased productivity, and a more positive organizational culture.
DeleteWe got the better understand from your article Hansika . Organizational development is a planned, systematic change in the values or operations of employees to create overall growth in a company or organization. It differs from everyday operations and workflow improvements in that it follows a specific protocol that management communicates clearly to all employees.
ReplyDeleteThank you for your feedback! I'm glad you found the article helpful in understanding organizational development. You're absolutely right - OD is a deliberate and systematic approach to change management in an organization that involves everyone in the company, not just management. The clear communication of the protocol is also crucial to ensure that all employees are aware of the changes taking place and their role in the process.
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ReplyDeleteThe blog discusses organizational HR strategies and the implementation of Organizational Development (OD), which aims to increase organization effectiveness and health. The author states that OD strategies are organization-wide and managed from the top, based on a systematic analysis of the organization's strategies and circumstances, using behavioral science knowledge to improve processes like interaction, communication, participation, planning, and conflict management. The article also highlights strategies for organizational transformation, culture change, and knowledge management. The concept of OD is consistent with the works of Briscoe, Schuler, and Tarique (2012), who argue that HRM policies and practices are crucial for MNEs to achieve effective international operations. The article emphasizes that successful implementation of OD requires a commitment strategy, which is aligned with Pedler, Burgoyne, and Boydell (2013), who advocate for a self-regulated behavior, resulting in effective organizational performance
ReplyDeleteThank you for your insightful comment! I appreciate your reference to Briscoe, Schuler, and Tarique's work, which underscores the importance of HRM policies and practices in achieving effective international operations for multinational enterprises.
DeleteTimely topic with many takeaways. successful HR strategy can promote to limited turnover while planning for a better future within the organization. It encourages its employees to regularly investigate their compensation, benefits packages and work environments/culture.
ReplyDeleteThank you for your comment! You are absolutely right that a successful HR strategy can have a positive impact on employee turnover by creating a work environment that employees want to stay in. By regularly reviewing and improving compensation and benefits packages, as well as cultivating a positive work culture, HR can help to retain valuable employees and reduce turnover costs for the organization. It is important for organizations to prioritize the well-being and job satisfaction of their employees in order to maintain a productive and successful workforce.
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