French & Bell have defined OD to be the applied behavioural science discipline dedicated to improving organizations and the people in them through the use of theory and practice of planned change. They have said that “Basically OD is a process for teaching people how to solve problems, take advantage of opportunities, and learn how to do that better and better over time. OD focuses on issues related to human side of the organizations by finding ways to increase the effectiveness of individuals, teams and the organization’ human and social processes.” Driven by these basics of OD, a leading Public Sector Undertaking of India, (having an employees strength of approx 33,000) embarked upon the Organization Development program in the year 1985 with the help of an eminent consultant It started off with the Action Research Model ( French & Bell, page 100 ), involving • Data Collection • Analysis of the data ( with the help of a consultant ) • Action Planning on the basis of analysis of the data Subsequent steps taken were as below - - A company-wide climate survey was conducted to obtain the data which could throw up the areas/actions for OD interventions. - Data, thus obtained, was used to make an action plan.
- The action plan, termed as HRD framework, was presented to the Board of Directors
- After approval of the action plan by Board of Directors, Change Agents were earmarked , one for each location/division. Selection of the change agents was done, keeping the recommendation of the consultant in mind, that, since OD was a people’s program, the change agents should necessarily be line managers who have demonstrated to possess good ‘people skills’.
- The change agents were given extensive training on behavioral skills ( most of which are termed as ‘soft skills’ in present day parlance )
- The change agents were made responsible for implementation of HRD framework. They were placed administratively under Chief of HR at each location, the underlying concept being that once the HRD framework had been implemented and institutionalized, the Chief of HR would be its custodian for its assimilation with the regular HR practices and policies The OD action plan (HRD Framework) & its implementation Role Analysis has been a rather more acceptable strategy in India. RA has been described as one of the team building techniques and has been adequately explained by French & Bell ( page 166-168) .The two authors have also acknowledged the work of Prof Ishwar Dayal of India, with regard to RA. In simple words, Role Analysis( RA ) implies analyzing the role of a person/position in the organization. Job description is some thing akin to RA, the subtle difference being that RA deals with total role of a person ( including competencies ) whereas JD is a mere description of the job ( may not clearly focus on competencies). The enclosed HRD Framework shows the different derivatives (sub systems) of Role Analysis along with their linkages, pursued by the organization under discussion. It will be prudent here to mention that many of these RA derivatives(sub-systems) were already in vogue in the organization, but not so effectively linked as they became after the OD interventions. As on today, RA and all its sub-systems have been institutionalized and the organization is now preparing for next phase of OD Interventions.
Author - M Kaushik
I have written a book on OCM & OD. Book will be in market by Dec 2016. I will be thankful if you permit me to include your case study in my book. my mail ID email@example.com.
Dear Mr. Kaushik
How are you doing, hope you are fine.
I am working on my Master's degree in HROD.
I would highly appreciate it if you emailed the case. I am really interested in it.
To learn more on OD intervention
Dear Mr. Kaushik
Excited about case study. I am working as HR Manager and would like to understand about the case. Pl.send me the complete case study
Could some one send me the OD case study on my following email ID firstname.lastname@example.org?
Thanks in advance!
I am teaching OD for MBA in one of the institute in pune so, this case can be of great help to make student understand the concept & implementation of OD practices and intervention.So, pls help my sensding on my mail id email@example.com
i need slides
Please upload full case study.
Hello Mr. Kaushik,
I am a masters student of organizational psychology at the university of Delhi. Could you please mail me the complete version of your case study at firstname.lastname@example.org. I am interning at ONGC and working on a topic related to change management for my dissertation. This case study shall be really helpful in my research work. I assure you that your case study shall be properly cited and referenced.
could you pls mail case study to email@example.com.
Will you please attach your case study to the following id: firstname.lastname@example.org. Thanks
nice case study
Hello Mr. Kaushik,
I am teaching OD at one of the mgt. schools in Ahmedabad. I would like to use this case study in the class while discussing OD interventions.
I will appreciate if you can email the same to me at email@example.com
I am a consultant.
would appreciate if you share the case study posted above by mailing it to my email ID firstname.lastname@example.org in for reference. It would be more valuable.
great sharing. plz attach details
Kindly share materials related to OD interventions.
Appreciate your effort for knowledge sharing!
can i get ppts or readin material on features of role analysis technique
Dear Mr Kaushik,
I am a Consultant and am embarking on a very similar project for a PSU.
Would appreciate if you could share the case study posted above by mailing it to my email ID - email@example.com for reference. It would be vary valuable.
It will be nice to learn more on the OD interventions
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