Organizational Development and Human Resource Management

Question: Discuss about the Organizational Development and Human Resource Management. Answer: Introduction Organizational designing is a process of aligning the overall organization with its objectives. The ultimate idea behind the concept of organizational development is to create efficiency and effectiveness. The organization can earn specified results through implementation of changes in overall structure. An organization is a social system which requires up-gradation from time to time. Facilitating organizational change is required at every stage in order to make decisions. It is challenging for an organization to adopt changes occurring internally as well as externally (Cameron and Green, 2015). The function of organizational development is to add value to work by dissolving complex issues. This has become crucial for an organization to engage employees in a process to enable high performance organization. The shift in employee recognition has enabled high productivity. There is a need to motivate the employees so that desired level of results can be attained. The practice of organiz ational development is gaining importance and has helped in improving performance of human system (Armenakis and Harris, 2009). The goal of organizational development is to improve the performance in case of transformation. With the growing practice of organizational development it has become evident that organizational development is an essential practice. The main ideas and theories Organizational development theories were developed in late 1950 and early 1960. It was considered to be an effective activity due to its development from various behavioural schools. The Organizational development practices is informed and defined based on various previous theories. Organizational development theories are evolved from relatively integrated set of theories in the past. The most recent development in the field of OD includes the emergence of large group intervention (Palmer, Dunford and Akin, 2009). The organizational development requires designing of different structure in order to understand the following changes: To understand the imperative for change and the environment. To understand the business process, workflow, roles and responsibilities in order to attain efficacy. The responsibility to design and test new model and structure. Ability to understand the transitions from old to new. Implementation and monitoring changes (Turner Parish, Cadwallader and Busch, 2008). The development of organizational theories in the past has led to major changes in cultural practice. It requires intervention in the overall process, structure and culture in order to strongly emphasis on organizational changes. It is seen as process to meet changes occurring in the organization (Jones, 2010). The key features behind the common practice of organizational development are as follows: They focus on facilitating changes through intentional changes through diagnostic tools. The primary purpose is to implement the changes in an efficient manner so as to attain high level of productivity. Their aim is to address the issues in holistic manner so as to imply systematic procedure in making an appropriate intervention. The necessity of an approach is to adopt the required culture in practice for delivering appropriate results. The purpose of design is to recognize human behaviour by motivating rational arguments. Human behaviour is subject to change and purely affected by the sense of pride and belonging. This is necessary to imply the development of organization to improve productivity (Goetsch and Davis, 2014). It is necessary to adopt the changes by constituting organizational development. The purpose of their approach is to form an efficient work unit. The unit has to deliver the productivity by implying the changes in its routine. Organizational changes are necessary to adopt in order to improve productivity. It is seen that organizations that do that change according to the surrounding fails in near future (Boonstra, 2008). Organizational development refers to people and resources in order to attain shared goals. Development is related to proper sequence of changes that are necessary to combat adversities. The only manner to sustain in the industry is to sustain changes. Organizational changes and development are the two realistic approaches. This is evident in todays business scenario to implement the changes in an appropriate manner. Authors are focusing on different organization theory where the primary focus of an organization is sustenance. The purpose is to attain desirable object ives in a definite time-period. All those organizations which do not adopt the changes in environment are failing to achieve desired results (Hayes, 2014). In order to gain better understanding it is essential to imply the practice of organizational development in attaining high level of result. The development of cross-cultural theories regarding organizational design and structure led to efficient result in the recent time (Storey, 2007). The theory of organizational development is capable of achieving targets. This practice involves planning and implementation of desired changes to achieve strategic goals. The role of organizational development is to develop the internal capacity in alignment with the organizational goals (Huczynski and Buchanan, 2010). The purpose of organizational development as per the classic theories of change derives its lineage from the old practice. The conventional organizational practice has changed its overall focus in todays scenario by focusing on development. The changes and development are co-related with each other: one leads to other (Palmer, Dunford and Akin, 2009). The importance of action research approach is to focus on helping the organizational leaders to be aware about the changes. Ensuring awareness at different level helps in attaining desired goals. The organizational development procedure is marked by high level of stakeholders involvement. The success of the organizational development practices is dependent on quality of relationship between the organizational leader and practitioner (Benn, Dunphy and Griffiths, 2014). It is one of the holistic approaches adopted by the business organizations to improve all aspects of organizational life. Strategy and structure Structure includes all the people, position, procedures and various processes that comprise of an organization. The structure of an organization needs to be aligned with the organizational strategies. This ensures systematic growth in the organization. Change in the organizational strategy leads to an appropriate change (Weiner, 2009). At the time of organization changes it is evident to change the overall structure. Management has to realize the change in structure in order to make desirable change in overall process. In true sense an organization structure is a powerful force that needs to implement effective change. A strategy need to be structured in a manner it is effective for the organization (Cummings and Worley, 2014). The Top-level management cant send proclamation in case of implementing new strategies. In large size business organization business activities are carried in a systematic manner. In order to implement an effective change it is important to incorporate change within an organization. Managing an organization at the time of crises is evident for organizations. The top level management needs to incorporate changes by developing the faith in other employees. That is why it is important to focus on incorporating changes by realizing necessities. Strategy can be improved by addressing various structural and strategically changes. Strategy and structure in an organization are two faces of a coin (Bargal and Schmid, 2012). The effective results can only be attained only by focusing on important changes. The structural changes are based on appropriate changes that are implemented after an analysis. One need to ensure that the changes incorporated will truly support the overall mechanism. Chan ging an organizational structure requires a deep study into past behaviour (Rothwell et al 2009). Change need to be implemented in a systematic manner by focusing upon organizational structure. Implementing the changes in transitions will help the organization to derive positive response from the people. It is generally seen that immediate changes are not accepted by the employees. Many large size business organizations are focusing on evolving techniques that help in easy and smooth acceptance of changes(Organizational development design explained .2017). Effective change management practice While defining the business design it is necessary to understand the changes occurred in the past. They help in providing better understanding to an individual. The change programme carried by Shell in 2004 when the company was facing crises due to hampered share price. In that time period the new chairman introduced transformational changes. It is necessary to implement changes in organization so that a company can survive. The aim of a change is to achieve desired results within the given time period. Organizations which do not believe in incorporating changes fail to achieve results. They need to align the required changes so that one can achieve growth. All those organizations which fail to align their structure in alignment with the recent change face multiple problems in future date. This is however an important practice carried out in different multinational organizations where they are primarily focusing on developing efficient tools. Those organizations which accept changes at an early stage are explicitly doing well. From the beginning it was recognized that mandating the changes is an efficient activity that is necessary for transformational growth (Arnold, 2015). The Organization design is productive if accepted in an effective manner. The successful story of change management at Atlassian is a true example. The company decided to discard the traditional rating based biannual performance review system. The company adopted the new performance revision procedure. The overall procedure was focused on discussing the efficiency on month basis instead of biannual performance review system. The change management procedure is essential to be implemented looking into the current situation. The productivity in an organization can be developed only after evaluation of the individual employee. It is important for an organization to adopt the changes by focusing on each individual. This is important to focus on the current strategies instead of the previous failure. Companies need to focus on the past status of the companies which have undergone change. The study of previous cases will provide with strength to make successful stories In case of publishing giant Pearson adopted a new strategy called as Global Education Strategy. The plan to change previous model into a new one was a great matter. It was the brave approach of John Fallon ho decided to change the overall system. The future change in an organization in true manner depends upon the manager. An effective leader in an organization helps in designing changes appropriately. It is largely seen that the organization fail to adopt changes during the time of crises. It is the role of a manager that helps in incorporating effective changes. In case when a company moves its interest from efficiency based model to a customer focused model, they need to introduce an effective reward system (Arnold, 2015). A leader has a responsibility to change the perspective of the employee with whom he is working. Though it is challenging for an individual to implement changes at different stage, but it is the role of leader to bring changes in the organization. Toyota in order to pace up with the western countries introduced just-in-time approach. The purpose was to maintain a regular requirement of goods. This system helped Toyota to manage the wastage caused during the process. They eventually attained success in reducing the wastage of time. This is evident that the organization in todays scenario is competing against each other. It is necessary to incorporate changes at an early stage so as to achieve success. This is important for an organization which is undergoing a transition. Implementing changes according to the competitors will help in attaining desirable objectives. One can see that changes are difficult to be incorporated in todays business scenario. Though there are many business practioner whose job is to conduct a research by finding accurate way to implement change. Amazon initially launched in 1995 as a website by selling books. With time the giant added CDs and DVDs to its portfolio. In order to realize the dream of becoming online giant, the company added more goods to their portfolio. Today they have become one of the largest online sellers. This is one of the true examples of change management where the vision of a company was aligned with its objectives. Change management is related with managing effective changes taking place in the environment. Many organizations are undergoing changes for which they need to align themselves with the other units. It is however necessary to find out the most appropriate way to diversify looking onto the opportunities. This is evident that the companies need to adopt the most appropriate model in order to attain desirable objectives. Large size business organizations need to accept the changes. In this competitive atmosphere it has become evident to attain the desired objectives. GE decision to implement Six Sigma methodology in reducing the defects occurring in their model helped the company to save mind blowing $ 10 billion. This is important for an organization to assemble the right team n order to attain desired objectives. By assembling the right team it is important to adopt the transformation which will relatively help them to attain desired objectives. It is evident that the organizational theories are focusing mostly on bringing changes that are essential to be adopted (Hayes, 2014). Conclusion The strategic goals can be adopted easily if the company focuses consistently on the changing environmental needs. It is suggested that the organization need to stay in a direct touch with the changing business needs. Those organizations that fail to align themselves with the world cannot aim success in future. It is rightly been said that the organization need to focus all their sources on attaining desired objectives. The only manner to sustain in the industry is to sustain changes. Organizational changes and development are the two realistic approaches. The examples stated above are helpful in understanding the relevance of change management. The true spirit of an organization lies on implementing the changes inn congruence with the objectives. This is a serious issue for an organization to manage the changes in an effective manner. In a fast pacing world it is required to develop strategies that are not only good on short run but are effective on long run. 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