1. What is Organisation Development? OD or Organisation development is: A profession; with it’s own body of theories and tools An approach to addressing needs of building and leading organisations

2. A formal definition of OD Organisation development is a dynamic values-based approach to systems change in organisations and communities; it strives to build the capacity to achieve and sustain a new desired state that benefits the organisation or community and the world around them. Source: Mary Eggers and Allan Church; ODNetwork

3. OD: Principles of Practice Values BasedRespect & Inclusion, Collaboration, Authenticity, Self-awareness, Empowerment Supported by TheoryMulti-disciplinary; drawing on understanding of human systems Systems FocusOpen-systems view; change in one area results in changes in other areas Action ResearchContinuous re-examination; integrates discoveries throughout the change process Process FocusedProcess level focus to bring about positive change in the desired direction Informed by DataProactive inquiry and assessment of internal envt; tools used to collect data Client Centered“Client” need; involvement of the client; “who is the client” clarification is important Effectiveness & HealthCreate and sustain a healthy effective human system Source: Mary Eggers and Allan Church; ODNetwork

4. Some of the common OD tools and interventions include, but are not limited to: –Coaching –Consulting –Large group interactions –Survey Feedback –Focus Groups –360 feedback –Observation –Story Telling OD: Tools & Interventions

5. OD is: –Creating a Shared Vision –Management & Leadership development –Employee Communication & Feedback –Teambuilding –Enabling and Managing change Typically, OD folks are part of the HR function Quality facilitators are also OD practitioners OD consultants may be internal or external to an organisation HRM is about: –Recruitment, Staffing, Selection –Performance Management –Compensation & Benefits Management –Training Management –HRIS –Legal Compliance –Generalist Support Close link between strategic HR roles and OD Good strategic HR partners base their practice on key OD principles An OD approach to implementing HRM practices facilitates success OD & Human Resource Management

6. Example: Systems View of Talent Management Personality Tests Role Plays In-baskets Structured Interviews Goal & Competency Assessment Development Planning Training Coaching 360 feedback Development Centers Position requirements Individual readiness Core Values & Leadership Competencies Selection System Performance Management System Management Development Succession Planning