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Organisational Development
Training & Organizational Development
Organisational Development
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Can someone give me some inputs on how to develope Organisational Development Plan for an employee strength of 200 in telecom (GSM) sector.
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Forums » Topic Forums » Training & Organizational Development » Organisational Development
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Organisational Development
posted at 3/4/2004 6:23 AM EST
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Posts: 175
First: 8/27/2002 Last: 5/4/2007 |
Since starting my own company after years as a senior training officer for units of GM and GE, I have focused on Organizational Assessement, Diagnosis, and Culture. In my opinion, before you can focus on development, you first need to fully understand where you are - this encompasses an organizational assessment. Further, I think you need to understand your organizations unique culture before you begin to make any changes. An understanding of you culture will allow you to implement change in the most effective manner. The Organizational Assessment, which tells you "what is", naturally leads into the Organizational Diagnosis which begins to focus on areas needing improvement. The overall direction most be towards maximizing your organizations effectiveness. Shortcutting any of these steps, in my opinion, will lead to a less maximized change effort.
I wish you well. Let me know if I can be of assistance. David - The DJC Group |
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Organisational Development
posted at 3/5/2004 4:40 PM EST
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Posts: 5
First: 3/3/2004 Last: 3/5/2004 |
[quote]
On 2004-03-04 11:23, djcgroup wrote: Since starting my own company after years as a senior training officer for units of GM and GE, I have focused on Organizational Assessement, Diagnosis, and Culture. In my opinion, before you can focus on development, you first need to fully understand where you are - this encompasses an organizational assessment. Further, I think you need to understand your organizations unique culture before you begin to make any changes. An understanding of you culture will allow you to implement change in the most effective manner. The Organizational Assessment, which tells you "what is", naturally leads into the Organizational Diagnosis which begins to focus on areas needing improvement. The overall direction most be towards maximizing your organizations effectiveness. Shortcutting any of these steps, in my opinion, will lead to a less maximized change effort. I wish you well. Let me know if I can be of assistance. David - The DJC Group [/quote] Thanks a lot David, you have provided me with a direction to move on. Can I have details of The DJC Group. Regards |
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Organisational Development
posted at 12/7/2006 9:09 PM EST
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Posts: 71
First: 12/6/2006 Last: 3/16/2011 |
Before you can develop an organizational development plan I would recommend you undertake a full organizational review to identify where you are now and use this to align where you want to get to.
Using a structured diagnosis before writing a strategic plan can help you identify any priorities and help ensure that areas are not overlooked. Mike Morrison www.rapidbi.com - supplying OD tools to the profession |
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Organisational Development
posted at 4/9/2007 4:10 AM EDT
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Posts: 27
First: 4/28/2004 Last: 4/4/2008 |
I created a template some time ago for a workforce planning tool. It may be a bit on the simple side, and a bit dated, but feel free to help yourself. If you have ideas on how to improve it, please share them. To get to the template, go to www.visualcongruence.com and click on "Learn & Explore" -- the tool is there.
Cheers, Brian |
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Organisational Development
posted at 6/11/2008 10:19 PM EDT
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Posts: 71
First: 12/6/2006 Last: 3/16/2011 |
"Can someone give me some inputs on how to develop Organisational Development Plan"
Any organizational plan need to be linked to the goals and needs of the business. For example if client retention is more important than high profit margins then the plan will be different. Tools like http://www.rapidbi.com/bir can help an organization prioritize factors for example SWOT (http://www.rapidbi.com.swot ) Please do not make the mistake many OD people do and focus on 'fad' based activity - deliver to the business what it needs to deliver its business plan to stakeholders. Mike |
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