organization-development-consulting

What is Organization Development and why is it important?

Organization Development (OD) Consulting is a collaborative and pro-active process to enable the organization, team and individuals to succeed through ongoing change and transition. Various methods are used by OD consultants to develop a plan for organization development which includes competency mapping, HRD audit, etc. We’ll look through it one by one to give you a better perspective on organization development ramifications.

Competency Mapping

An effective approach to Organizational Development is Competency Mapping. It is a process to determine key competencies for an organization or a job and also incorporating these competencies to multiple processes of the organization.

Competency Mapping gives the management better insight into the existing skillset as well as gaps in skills of individual employees, teams and even the entire organization. With the organization’s goal in mind, competency mapping helps in aligning the formative endeavors of individuals and teams specific to the levels or functions with the expected skillset.

Competency Mapping provides an opportunity for employees to know where they stand and take responsibility for self-development. Potential leaders to support organization can be identified using competency mapping. To develop an effective evaluation tool for recruitment and selection process, creating an appraisal system that takes into account the most important and desirable employee characteristics.

Human Resource Process Outsourcing

In the current scenario, most companies prefer to outsource their Human Resource services as Human Resource functions are too complex and tiresome. Human Resource Process in an organization plays a significant role in tax filing, employee payroll, health administration, legal compliance, file maintenance and training supervision.

Outsourcing Human Resource Process to an experienced outsourcing team gives an organization numerous benefits and strategizes the personnel of the organization towards its ultimate goal.

Human Resource Process Outsourcing will prove to be cost-effective. An organization can avoid overhead costs by outsourcing their human resource process. Also, outsourcing costs are variable since they can be increased or reduced as per the organization’s business requirements.

Risk management can be made easy by outsourcing the Human Resource Process as most of the employee laws get updated regularly and it is tedious for an organization to keep track of it. Companies serving on human resources keep themselves abreast with the latest news and services, thereby, giving you a great opportunity to access a pool of vibrant talent at less risk.

When Human Resource Process gets outsourced to experienced Human Resource consultants, the organization can focus on more important goals based on their business interests. Companies can monitor the performance of the employees and also help them in their training if necessary.

Organization Health Survey

Organization Health can be defined as the state of convergence between operations, strategy, management and culture of an organization which would indicate deficiencies and untapped potential. It indicates the state of the organization which may be beneficial or burdening for the organization.

A healthy organization performs considerably well in all internal functions until an internal or external element acts as a catalyst to organizational dysfunction.

The important issues that affect the organization health are the root causes of the triggering events due to which the organization’s internal functions can be affected. The identification of the root cause of these triggering events is very tedious. An extensive survey and analysis of the employees are required. Post-analysis, a comprehensive action plan has to be developed.

Performance Management System

One of the major challenges organizations face is having a comprehensible Performance Management System. At most times, the gap between business goals and individual performance targets makes this process more mechanical and reduced to a mere formality.

Performance Management System is necessary for every organization as it influences the effort spent by the employees, that successfully, drives indispensable business results. In order to promote transparent and consistent communication inside the organization, a well-defined Performance Management System is necessary.

Performance Management System also supports to develop and sustain a culture that recognizes and rewards individual efforts and team performance. A purposeful Performance Management System will nurture an environment for your organization that motivates managers and employees.

At the senior/top-management level, a robust combination providing in-depth feedback on workplace behavior can be obtained when Performance Management System gets linked with 360 Degree Feedback.

360 Degree Feedback is a confidential survey instrument where peers, subordinates and seniors give inputs by rating in confidence the effectiveness of the concerned employee. This helps the organization in identifying areas of improvement and performance appraisals.

HRD Audit

One of the major challenges organizations face is having a comprehensible Performance Management System. At most times, the gap between business goals and individual performance targets makes this process more mechanical and reduced to a mere formality.

Performance Management System is necessary for every organization as it influences the effort spent by the employees, that successfully, drives indispensable business results. In order to promote transparent and consistent communication inside the organization, a well-defined Performance Management System is necessary.

HRD audit is an exhaustive evaluation of Human Resource Development practices in an organization and their readiness to achieve short as well as long-term business goals.

HRD audit aids in acquiring new competencies for the employees through a process of performance planning, feedback, periodic review of performance, training, assessing developmental needs and creating of organizational developmental opportunities through responsibility definition, training, job rotation and various other mechanisms.

To have a better insight on Human Resource Development structure, leadership style, competency levels of personnel manning, methodologies practiced and interrelationships of different systems in an organization, HRD audit is necessary.

There are several links between HR and other functions such as management, maintenance, production, total quality management, etc., in any organization. HRD Audit examines and evaluates these linkages and suggests future Human Resource Development strategies.

Self-Managed Teams

One of the major challenges organizations face is having a comprehensible Performance Management System. At most times, the gap between business goals and individual performance targets makes this process more mechanical and reduced to a mere formality.

Performance Management System is necessary for every organization as it influences the effort spent by the employees, that successfully, drives indispensable business results. In order to promote transparent and consistent communication inside the organization, a well-defined Performance Management System is necessary.

HRD audit is an exhaustive evaluation of Human Resource Development practices in an organization and their readiness to achieve short as well as long-term business goals.

HRD audit aids in acquiring new competencies for the employees through a process of performance planning, feedback, periodic review of performance, training, assessing developmental needs and creating of organizational developmental opportunities through responsibility definition, training, job rotation and various other mechanisms.

To have a better insight on Human Resource Development structure, leadership style, competency levels of personnel manning, methodologies practiced and interrelationships of different systems in an organization, HRD audit is necessary.

There are several links between HR and other functions such as management, maintenance, production, total quality management, etc., in any organization. HRD Audit examines and evaluates these linkages and suggests future Human Resource Development strategies.

Learn and Earn

When employees join the organization having hands-on experience in their job, it becomes easier for the employers to manage them and the overall operational efficiency improves significantly.

Trainees from all levels become disciplined and are susceptible to learn skills faster. A win-win situation can be created where trainees get to learn a skill and earn stipend simultaneously, the industries get skilled manpower without any trouble.

Improves the competence and efficiency of the organization without any liabilities. This can also be a part of the industry’s CSR activity as a way of contributing to nation-building by creating skilled manpower. It also provides equal opportunity for holistic skill-based education to the underprivileged sector. The company could develop a hierarchy of hiring from the bottom.

What are Self Managed Teams?

In particular, the initial state of the company’s sales and operations planning capabilities limited their ability to account for demand variability or raw material lead times in production and distribution. Improve sales and operations and production planning.

Talent Acquisition- Why should you outsource them?

The teams focused their efforts on a few of the highest-value S&OP levers in order to review the current planning process, identify gaps in the planning infrastructure and analytically understand demand and supply variability.

Employee Training- what is it?

With hundreds of medications in the market, Pharm Ltd. needed a proper method to predict and manage their inventory. Using a mean absolute percentage analysis (MAPE), the teams defined appropriate levels for raw materials and finished products by mapping.