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Making Sense of Organisational Development

Most of us have heard of Learning and Development, but Organisational Development can seem a little less clear cut. Although often grouped with HR, in reality, organisational development (O.D.) is an entirely different topic. We think it is time to de-mystify O.D. and identify the practical steps that can help you to develop an organisational development strategy in your business.

The CIPD define organisation development (O.D.) as a: ‘planned and systematic approach to enabling sustained organisational performance through the involvement of its people.’. Behind this definition lies a depth of research and practice, but also confusion, because that doesn’t actually provide an explanation of what organisational development really is. We have created this white paper to explain what O.D is, what it can do, and how it can help your organisation.

It is likely to include:

  1. Changing the strategy, structure, skills, behaviours, or way of working within an organisation (either completely, or in part). This can help to better align with the overall strategic goals of the business.
  2. Using accepted theory and practice around how people behave in organisations. This can enable change in a manner that is sustainable and effective, e.g. focusing on leadership behaviours or group dynamics.
  3. Defining, managing, and implementing behavioural and cultural change to support business goals.
  4. Aligning or developing the skills of those within the organisation to meet current or future requirements, e.g. striving for a high-performance culture or staff with a greater technical skillset to meet market demands.

To find out more about what ‘O.D. Intervention’ is, how O.D. fits in with HR and how you can implement it within your organisation, download the rest of this white paper and start de-mystifying this topic.

Listen to the HR Uprising Podcast: Demystifying O.D.

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