Organisational development is the planned, comprehensive and systematic process aimed at improving the overall effectiveness of an organisation. It is the technique used for bringing change, rather than focusing attention on the individuals.
There are seven characteristics of organizational development:
- Humanistic Values: Positive beliefs about the potential of employees.
- Systems Orientation: All parts of the organization, to include structure, technology and people, must work together.
- Experiential Learning: The learners' experiences in the training environment should be the kind of human problems they encounter at work. The training should not be all theory and lecture.
- Problem Solving: Problems are identified, data is gathered, corrective action is taken, progress is assessed and adjustments in the problem-solving process are made as needed. This process is known as Action Research.
- Contingency Orientation: Actions are selected and adapted to fit the need.
- Change Agent: Stimulate, facilitate and coordinate change.
- Levels of Interventions: Problems can occur at one or more level in the organization so the strategy will require one or more interventions.
Thus, organizational development seeks to change beliefs, attitudes, values, structures and practices so that the organization can better adapt to technology and live with the fast pace of change. IHRS will come in and asses your needs in organizational development.