OD FRAMEWORK

OD Framework

OD Framework

Introduction

All organizations operate with human resource at their core. Whether they are business or educational institutions, workforce plays a vital role in maintaining their efficiency and productivity. In order to retain quality HR, the organizations must effectively tackle the problems and issues of their people and provide them an adequate room to achieve personal and professional goals.

This paper will be discussing the particular ways in which an individual can achieve the desired personal and professional goals under the umbrella of program outcomes.

Organizational Development

Organizational Development has been referred to as a specific type of change process to assist the organization achieve particular end results. It is aimed at altering the beliefs, attitudes, structure or values of the organization through various strategies and techniques. The ultimate of such implementations through complex educational strategies enables the organization and its human recourse base better adaptability to technology, and effective ways of coping up with the upcoming challenges and competition in the markets. Therefore, OD is all about bringing change and improving the efficiency of an organization.

Application of Program Outcomes

While applying the Organizational development concepts, an individual can consider them in many ways to bring changes and improvements in professional as well as personal standards. The three program outcomes to be applied are explained below:-

Development of OD diagnostic skills

The first step in order to initiate change is to identify the problems and opportunities by a systematic development and implementation of diagnostic skills. The workforce wants challenges, autonomy, participation in the organization, openness and much more learning and growth. The competition in the markets has increased. Changes are occurring at a faster pace and the demands of time are drastically shifting from one trend to another. At such busy workplaces, the managers and leaders need to keep up with changing environment, transforming work patterns and rising employee expectations. (Hall, 2001)

Newer opportunities are emerging in the global markets every other day. The introduction of advanced technology, broader growth horizons and rise of new innovative standards has provided the people a good platform for learning new skills. The sense of career development and promotions on professional ladders has boosted the quest of knowledge in the employees. Moreover, these developments are providing new platforms for countering competition and availing further opportunities.

To deal with all the existing problems and opportunities, diagnosis has to be performed by considering certain tools and specific measures. These include one-on-one interviews, focus groups, questionnaires and multi-rate instruments. (Yanker, 2006)

One-on-one meetings are the interviews which are conducted face-to-face and are based on predetermined set of questions.

Questionnaires refer to a particular set of questions asked from people.

Focus group interviews are conducted within a set of 6-10 people.

These strategies of diagnosing will help the employees share their opinions about organization or particular set of work assigned to them. They will be in a better position to share their learning and also let the organization assess the need of their training and learning. Thus, their professional life will become better ...