What is organizational development and why is it important? How is management development connected to organizational development? What are three organizational development strategies that you would recommend within an organization?
There are four levels of analysis for determining the needs that training can fulfill (Byars & Rue, 2008):
1. Individual analysis - the individual's training needs.
2. Organization analysis - the training needs of the organization.
3. Operations analysis - steps an employee must take in order to perform in the job.
4. Demographic analysis - determining where in the organization there is a need for training.
How can you incorporate these analysis in developing your training programs within a company? Is there one specific analysis that would prove to be more beneficial to you when developing your training program?
Organizational development is a planned, organized effort to increase organizational effectiveness. The effort must be planned from the top. It is a planned intervention in the organizational processes. In modern business Organizational development is important because it helps organizations build capacity to change and achieve greater effectiveness. It also helps achieve synergies among organizational structure, process, strategy people, and culture by developing new and creative organizational solutions. It is important because it helps strengthen interpersonal relationships, helps team building, improves morale, and reduces employee turnover. Moreover organizational development makes the firm more adaptable.
Management development is intrinsically related to organizational development. Organizational development has the objective of making the organization effective. Management development makes managers more effective. Management development enhances the skills, competencies, and knowledge of managers. This enhancement is done through informal or formal methods. Effective management is critical for organizational development. If the ...
The answer to this problem explains organizational development. The references related to the answer are also included.
Human Resources Strategic Poisitioning Plan Part 2
Human Resources Strategic Positioning Plan - Part 2
Prepare a 3,000-3,500-word paper integrating theories and concepts from your text and other sources as you review the Riordan Manufacturing virtual organization on your rEsource page. Based on your researched information, create a Human Resource Strategic Positioning Plan for your client. Include a summary of Part 1 in addition to the following elements in order to support your recommendations.
a. One-page executive summary
b. Recruiting and Retention
1) Analyze methods for recognizing and retaining key employees and workers
2) Identify a process to replace key executive talent
3) Develop a process to identify high-potential employees; develop a process to "fast track" these employees
c. Legal Ramifications
Legal implications of issues covered in this assignment (e.g., as you consider your proposal, have you thoroughly researched any legal implications)?
d. Training and Development Program
Identify elements of an effective training and development program.
e. Technical infrastructure
·Apply the elements of an effective technical infrastructure. Include application of information (such as requirements and considerations) provided by an HRIS.
·How is your strategy affected by the company's decision to "go global" with its plant in China? What are the HR-related implications? Assess the challenges and opportunities of multinational cultural diversity and international talent management.
Make final recommendations to the client.