CHAPTER 6 Organizational Development and Training The Training Design Process Training Delivery Modes Training Methods Employee Socialization Succession Planning The Future of OD and Training Copyright 2011 Health Administration Press

Functions of Organizational Development (OD) OD can help an organization achieve balance in the face of change to ensure that it continues to meet its goals. Primary function: to increase an organization’s effectiveness through planned interventions to the organization’s processes – Interventions are a series of activities and events designed to help an organization become more productive and effective Results of OD – Improved productivity – Increased return on investment – Increased employee satisfaction Copyright 2011 Health Administration Press

Training for Organizational Development Training is a critical strategic tool in OD ADDIE model – Analysis Needs assessment – Design Define objectives, determine methods, define training – Development Develop lesson plans – Implementation Conduct training – Evaluation Interpret results Copyright 2011 Health Administration Press

Training Delivery Modes/Methods Modes: – In class – E-learning – Online synchronous – Online asynchronous – Self-paced DVD – Mobile learning – Webinars – Video conferencing Methods: – Off-the-job Lectures Role-playing Case studies Group discussion Simulation – On-the-job Shadowing Coaching Copyright 2011 Health Administration Press

Employee Socialization The importance of orientation – Formulate expectations for the organization – Answer any employee-centered questions – Answer any organization-specific questions – Explain workplace expectations, policies, and practices “Eating the apple” method Copyright 2011 Health Administration Press

Succession Planning Succession planning is the process of developing potential successors for positions critical to operations – Ensures the vitality of the organization See Exhibit 6.5 (page 150). Copyright 2011 Health Administration Press