HR Standard Element 10: ORGANISATION DEVELOPMENT

10.1  D E F I N I T I O N

Organisation development (OD) is a planned systemic change process to continually improve an organisation’s effectiveness and efficiency by utilising diagnostic data, and designing and implementing appropriate solutions and interventions to measurably enable the organisation to optimise its purpose and strategy.

10.2  OBJECTIVES

10.2.1  To establish links with organisational purpose across all levels and functions of an organisation.

10.2.2  To ensure organisation design facilitates the purpose of the organisation.

10.2.3  To improve the ability of individuals, teams, departments and functions to work co-operatively to meet organisation objectives and optimise engagement at work.

10.2.4 To facilitate stakeholder engagement in all OD processes to ensure optimum buy-in.

10.2.5  To build the relevant OD capability to meet organisational needs.

10.2.6  To ensure compliance with relevant continuous improvement principles and practices

10.3  IMPLEMENTATION

10.3.1  Design, develop and prioritise appropriate responses to systemic OD issues identified by means of relevant diagnostic methodologies.

10.3.2  Ensure the clarity of OD interventions by identifying the anticipated outcomes of the OD process.

10.3.3  Ensure OD has a clear implementation roadmap that is applicable to the organisation structure, culture and processes.

10.3.4  Facilitate relevant change and improvement activities in line with agreed organisational requirements.

10.3.5  Contribute to creating, building and sustaining the organisation culture needed to optimise the purpose and strategy of the organisation.

10.3.6  Define an efficient and effective OD measurement system and its link to achieving organisational goals.

10.4  NOTES

This standard element should be read and applied by taking cognisance of all the other standard elements, but with a particular focus on strategic HR management,  HR risk management,  employee wellness, performance management, learning and development and HR measurement.

HR Competency Model: HR practitioners must be able to play an appropriate role in the following outputs:

  • Organisation behavior
  • Employee engagement
  • Team functioning
  • Organisational change
  • Healthy organisation culture
  • Employee communication
  • Productivity
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