Nhrd session od ppt

Suchitra BhaskarHead, Training & Development

CRISIL LTD

Organizational Development

Wednesday, June 29, 2011 1

Change

Everyone thinks of changing the world, but no Everyone thinks of changing the world, but no Everyone thinks of changing the world, but no Everyone thinks of changing the world, but no

one thinks of changing himselfone thinks of changing himselfone thinks of changing himselfone thinks of changing himself

Leo TolstoyLeo TolstoyLeo TolstoyLeo Tolstoy

It's not that some people have willpower and It's not that some people have willpower and It's not that some people have willpower and It's not that some people have willpower and

some don't. It's that some people are ready to some don't. It's that some people are ready to some don't. It's that some people are ready to some don't. It's that some people are ready to

change and others are not. change and others are not. change and others are not. change and others are not.

The Change Process

DENYDENY

RESISTRESIST

EXPLOREEXPLORE

COMMITCOMMIT

The story

of

An Eagle…

The story

of

An Eagle…

Levels of Organizational Change

1. Individual

2. Team

3. Organization

OD Interventions

�The term Intervention refers to a set of sequenced,

planned actions or events intended to help an

organization to increase its effectiveness.

1. Strategic Interventions

� Strategic Interventions link the internal functioning of

the organization to the larger environment & transform

the organization to keep pace with the changing conditions

1. Integrated Strategic Change

2. Merger and Acquisition Integration

3. Culture Change4. Learning Organization

3. Techno-Structural Interventions

� These interventions deal with an organization’s technology (for examples its task methods and job design) and structure (for example, division of labor and hierarchy)

� These interventions are rooted in the disciplines of engineering, sociology, and psychology and in the applied fields of socio-technical systems and organization design.

1. Structural Design2. Downsizing3. Re-engineering

2. People/HR Interventions

� Human Resource Interventions are concerned with attracting competent people to the organization, setting goals for them, ensuring they develop their careers and also with social processes occurring within the organization such as, communication, group dynamics.

1.Performance Appraisal 2.Reward & Recognition3.Leadership Development

5. Team Buildingo Conflicto Leadership Intervention

Types of Interventions

Outcome of OD Interventions

HR

Intervention

HR

Intervention

Strategic

Intervention

Strategic

Intervention

Techno- Structural

Intervention

Techno- Structural

Intervention

OD

Practitioner

OD

Practitioner

Change Attitudes &

Values

Change Attitudes &

Values

Change Structures

& Design

Change Structures

& Design

Change Processes &

Methods

Change Processes &

Methods

New BehaviorsNew Behaviors New RelationshipsNew Relationships New ProcessesNew Processes

Improved PerformanceImproved Performance

Factors that Determine Success of OD Interventions

� Readiness for Change

� Capability to Change� Cultural Context

� Capabilities of the Change Agent (OD Consultant)

Talent & Leadership Development

“Talent Management is the process by which an

organization puts the right mechanisms in place to

deliver competitive advantage through the effective management of its people.”

“In other words, ensuring the right people are in the

right roles at the right time to deliver on strategy now

and in the future.”

Culture Change

THANK YOU!

Write at :subhaskar@crisil.com

M & A InterventionsHR can add value to an M&A situation through the following steps:

1.Pre-deal

2.Due diligence

3.Integration

4.Implementation

5.Effective Communication

Cultural Change

� Sharing the vision of Culture � Empower the individual � Develop trust levels� Reward & reinforce performance

� Strategy – Culture � Incremental change - Share new vision, Lead by key

people, define norms� Reinforce culture ( expansion & growth)� Change the strategy ( strong culture )

Reward Systems

� Effectively designed and managed reward programs can drive an organization's change process by positively reinforcing desired behaviors

� The recognition/rewards should be provided frequently enough to make performers feel valued for their efforts

� If a job is worth doing, it is worth measuring progress and celebrating achievements.