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Practicing Organization Development (A guide for Consultants) - Part 16

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Practicing Organization Development (A guide for Consultants) - Part 16. Organization development (OD) is about planned change. As change has turned into the only constant, many managers and other people are pursuing change strategies with vigor. OD is a major strategy for leading and managing change at the individual, group, intergroup, organizational, interorganizational, and large systems levels. This book is about what it takes to be an effective change manager, change leader, and OD consultant | USING THE HRD AUDIT TO BUILD CONVERGENCE BETWEEN HRM AND OD 121 effectiveness of these systems. Similarly consultants make it a point to meet those who have been through the induction training recently or those who are in the process of being inducted into the company and record their opinions about ways to improve the induction training method. Is the organization s HRD structure adequate to manage the HRD in the company To address this question HRD auditors examine how well the existing HRD structure can handle the present and future HRD needs of the company. This examination assesses the existing skill base of the HRD staff their professional preparation their attitudes their values their developmental needs the line manager s perceptions regarding them and other issues of interest to the client. Temporary task forces and other contingent organizational activities are examined as well. Are top management and senior management styles of managing people in tune with the learning culture To address this question an attempt is made to examine the leadership styles human relations skills and competencies of senior managers. A key issue is how much their management style contributes to a learning environment. The HRD Audit Examines Linkages with Other Systems The HRD audit examines the linkages between HRD and other systems such as total quality management personnel policies and strategic planning. Based on the results of this examination the consultants offer recommendations about The future HRD strategy required by the company The structure the company needs to have for developing new competencies The systems that must be strengthened The styles and culture that are compatible with HRD processes in the company and Other issues identified by the client. The HRD Audit Is Business Driven The HRD audit always keeps the organization s strategic objectives clearly in focus. At the same time the consultants attempt to increase the professionalism of HRD in the .