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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 :[email protected]
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.