ORGANIZATION DEVELOPMENT - All V9.0.pptx

Jon Boyes
Employability and Graduate Development
HR SPOT
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Organization Development
HUMAN RESOURCE MANAGEMENT
ORGANIZATION DEVELOPMENT

 Organization Development (OD) is the study of successful organizational change and
performance. Organizational structures and processes influence worker behaviour
and motivation.
 OD has focused on aligning organizations with their rapidly changing and complex environments
through organizational learning, knowledge management and transformation of organizational
norms and values.

Identification
Data Collection
Data Confrontation
Drafting
Final Approval
Implementation
Evaluation

HR Policy

 Human resource policies are continuing guidelines on the approach an organization intends to adopt in
managing its people.
 They therefore serve as a reference point when human resources management practices are being developed
or when decisions are being made about an organization's workforce.
 Policies are written as statements or rules. Procedures are written as instructions, in logical steps.
 Support consistent treatment of staff, fairness and transparency
 Help management to make decisions that are consistent, uniform and predictable

Step 1
• Establish need & develop
policy content
Step 2
• Confrontation & Approval
Step 3
• Implementation & Review
Designing HR Policy

Activity

HR Policy Designing
You are the HR of a Banking Company. List down minimum 20 policies, and
develop the procedures for the same.

Training & Development

 Skill enhancement processes
 Systematic acquisition of attitudes, concepts,
knowledge, roles, or skills
 Short term, task oriented and targeted on achieving a
change of attitude, skills and knowledge in a specific
area
 That result in improved performance at work
 Major objectives are - Increase in efficiency, Increase in
Morale of Employees, Better Human Relations,
Reduced Supervision, Increased Organizational
Viability, Increased Organizational Flexibility

Time
Performance
/Results
Expected Curve
Actual Curve
Gap
In training terms this means we need to develop programs to fill the gap

Training Need Identification & Training Need
Analysis
Designing Training Program (Internal/External
Trainer; Internal/External Venue)
Select Training Method and Prepare Training
Calendar
Budget Allocation and Approval; Conduct
Training
Post Training Evaluation; Trainer Feedback,
Trainee Feedback; Follow Up Training

 On The Job
(Orientation, Job Instruction, Apprenticeship,
Internship, Assistantship, Job Rotation, Coaching)
 Off The Job
(Lecture, Special Study, Conference, Discussion, Case
Study, Role Playing, Simulation, Programmed
Instruction, Laboratory Training)
 Others
(Computer Based Training, Distance Learning, Internet
Based Training, Action Learning, Management Games,
University/Institute Related Programs, Outside
Seminar, Job Rotation)
Methods of Training

Training and Development Program Designing
You are the HR of a HR Services Company. Recruitment department takes
care of the client requirements and working as RPO with other corporate
companies. Develop Training Program for this department consisting of 30
Recruitment Executives. Prepare training calendar and training feedback
form.

Psychometric Test

 Aim to measure aspects of your mental ability, aptitude or your personality
 Used as part of the recruitment or selection, and also for promotion process
 Used by 80% of Fortune 500 and 75% of Times Top 100 companies
 What to measure -
How well you work with other people
How well you handle stress
Whether you will be able to cope with the demands of the job
Your personality, preferences and abilities
Best match of individual to occupation and working environment

Personality Test
Interest Test
Aptitude Test
Ability Test
Types of Test

 Under exam condition
 Usually timed
 Multiple choice questions
 Unusual to finish all questions
 Generally no directly right/wrong scoring
mechanism
 Every option selected is assigned by
weightage
 Total weightage will be calculated
 Results compared with norm group
Features of the Test

 16 PF [16 Personality Factor]
 MBTI [Myers Briggs Type Indicator]
 OPQ32 [Occupational Personality Questionnaire 32]
 Thomas Personal Profiling System
 Gordon’s Personal Profile Inventory
 Rorschach Ink-Blot Test
 FIRO-B [Fundamental Interpersonal Relations
Orientation- Behavior]
 PFT [Picture Frustration Test]
 TAT [Thematic Apperception Tests]
Some Popular Test

HR Audit

A process of examining policies, procedures,
documentation, systems, and practices with
respect to the HR functions. The purpose is to
reveal the strengths and weaknesses in the
organization's human resources system and any
issues needing resolution.

 Effectiveness of performance of HR Department
 Implementation of HR policies and procedures
 To find out the reasons for low productivity
 Evaluation of the HR staffs and employees
Purpose of HR Audit

Methods of HR Audit
 Methods depending on Process/Mode
 Individual Interview Method
 Group Interview Method
 Workshop Method (LSIP)
 Questionnaire Method
 Observation Method
 Methods depending on Analysis
 Secondary Data Analysis Method
 Primary Data Analysis Method

Individual Interview Method
where top level management and senior
managers are interviewed, individually. It
helps in knowing their thinking about
future plans and opportunities available
for the company

Group Interview Method
where group interviews and discussions
with the employees and executives of
large companies for HR audit, facilitate
collection of information about
effectiveness of existing systems

Workshop Method
is also known as Large Scale Interactive
Process (LSIP), is conducted in some cases
of audit

Questionnaire Method
Feed back about various dimensions of HRD,
including the competency base of HRD staff,
the styles of line managers, the
implementation of various HRD systems, etc
are obtained through a detailed
questionnaire from individuals or groups for
HR audit. This method helps in
benchmarking

Observation Method
The auditors should physically visit the
workplace . To assess the extent to which a
congenial and supportive human welfare
oriented climate exists in the company. This
is essential because employees are not likely
to give their best if they do not live in good
surroundings. The observations can be
conducted using a check list of questions

Secondary Data Analysis Method
can give an insight into the HRD assets
and liabilities of the company i.e. analysis
of age profiles of the employees, training
attended, the minutes of the meetings
held etc.

Primary Data Analysis Method
Analysis of Reports, Records, Published
literature of the company including
annual reports, marked hand-outs,
training calendar personnel manual, and
various circulars issued from time to time
are also likely to help immensely in
assessing the strengths and weaknesses
of HRD

Determination of Plan (Internal/External
Audit and Frequency)
Budget Allocation and Approval
Selecting Method/Methods
Conducting Audit and Collecting Report
from Auditor
Analysis of Report and Execution; Follow
up Audit

HR Audit Process Designing
You are the HR of an Insurance Company, develop audit process for HRD
consisting of 15 HRs. HRD takes care of entire operational and functional HR
activities for the company. Prepare complete flow of audit for this department
including audit feedback report

Job Analysis

Systematic analysis of each job for the purpose
of collecting information as to what the job
holder does, under what circumstances it is
performed and what qualifications are required
for doing that job. Process of studying and
collecting information relating to the operations
and responsibility of a specific job.
Advantages are - Devising an acceptable wage,
Proper placement of workers in job,
Formulating the internal training plan, Avoid
wage and other discrimination

Components of Job Analysis
Techniques of Job Analysis
 Job Description
(Information related to the job)
 Job Specification
(Information related to the candidate)
 Personal Observation Technique
 Questionnaire Technique
 Log Record Technique
 Personal Interview Technique

Job Analysis Activities
You are the HR of a Banking Company
Do the Job Analysis of each job role by using different technique
Design Job Description & Job Specification
1. Sales Executive – Retail Asset
2. Operation Manager – Branch Banking
3. Customer Service Officer – Transaction Banking
4. Wealth Manager – Premiere Banking

Job Evaluation

Job Evaluation is a systematic way of
determining the value/worth of a job in relation
to other jobs in an organization. Makes a
systematic comparison between jobs for the
purpose of establishing a rational pay structure.
It is the process of determining how much a job
should be paid, balancing two goals. Internal
Equity (Paying different jobs differently, based
on what the job entails) and External
Competitiveness (Paying satisfactory performers
what the market is paying)

 Helps in determining wage
 To ensure equal wages to the jobs of equal
worth or value
 To minimize wage discrimination based on
sex, age, caste, region, religion etc.
 Helps in the proper placement of workers
in job
Objective of Job Evaluation

Qualitative Method
Quantitative Method
 Ranking or Job Comparison
 Grading or Job Classification
 Point Rating
 Factor Comparison
A Job Evaluation committee should be created to decide the best method for the organisation

 Each job is compared with other jobs in the
organization and this comparison of jobs
goes on until all the jobs have been
evaluated and ranked
 All jobs are ranked in the order of their
importance from the simplest to the
hardest or from the highest to the lowest
or vice versa.
 Applicable for small size organization
Ranking Method

 A job grade is defined as a group of
different jobs of similar difficulty or
requiring similar skills to perform them.
 The grades or classes are created by
identifying some common denominator
such as skills, knowledge and
responsibilities.
 Applicable for small/mid size organization
Grading Method

 Jobs are broke down based on factors such
as skill, effort, training, knowledge,
hazards, responsibility, etc.
 Points are allocated to each of these
factors. Weights are given to factors
depending on their importance to perform
the job.
 Points so allocated to various factors of a
job are then summed.
 The jobs with similar total of points are
placed in similar pay grades.
 The sum of points gives an index of the
relative significance of the jobs that are
rated.
 Applicable for small/mid/big size
organization
Point Rating Method

 This method is about segregating each
factors in different sub factors.
 It rates jobs by comparing them and makes
analysis by breaking jobs into compensable
factors.
 Applicable for small/mid/big size
organization
Factor Comparison Method

Creating job evaluation committee
Selecting method best suitable for
the organization
Conducting Job Evaluation
Review and Approval
Implementation and Communication

Job Evaluation Activities
You are the HR of a Training Institute.
List down all possible designations/job roles.
Execute a Job Evaluation exercise for all of them using Qualitative and
Quantitative Methods.

HR Admin

Administration is the process in which directs
and guides the operation of an organization
on the establishing aims.
It is the direction, coordination an control of
many persons to achieve some purposes or
objectives.
Nature of HR Administration are – universal,
holistic, continuous, goal oriented, social,
humane, dynamic, creative, innovative

Budgeting (Allocation of Budget for any
admin activity)
Planning (Design the plan according to
the budget)
Organizing and Staffing (How to execute
and who will execute)
Directing and Coordinating (Point of
contact structure for the entire activity)
Reporting (reported by the entities of the
project and reported to the management)

HR Admin Activity Designing
You are the HR of a Media House. Management has decided to increase the
number of computer systems (25 more). Prepare the entire flow of this admin
activity and submit to the management.

Strategic / Business HR

4th Generation
3rd Generation
2nd Generation
1st Generation
Organization
Development,
Performance
Management, Talent
Management, Training &
Development, HR Audit,
Job Analysis, Job
Evaluation, HR Policy, etc
Softwares, Human
Resource Management
System, Human Resource
Information System,
Enterprise Resource
Planning, etc
Recruitment, Payroll
Management, Statutory
Compliance, HR
Operation, Employee
Management, etc
Strategic / Business
Human Resource, Human
Resource Business
Partner, Human Capital
Management, etc
Next

Providing Support to Employer
and Business
Providing Support to
Employee and Performance
Providing Support to
and Growth

HRBP

HRBP is Human Resource Business Partner.
HR nowadays is the integral part of
Strategic HR and an integrated part of
Business of the company, directly,
indirectly, actively, passively.
Aligning Human Resource activities with
business revenue generation of the
company

Model of HRBP
Business Partner
Administration Expert
Change Champion
Employee Advocate

 Acts as a single point of contact for HR
 Shares HR and business goals
 Leads difficult HR projects
 Identifies top talents across units
 Design the HR plan for departments
Business Partner

 Runs the effective personnel
administration and payroll
 Provides accurate data to other
departments in the organization
 Ensures the full compliance of HR
procedures and processes
Administration Expert

 Support the business strategy
implementation
 Leads change management components of
cross functional projects
 Navigates employees through the change
 Provides guidance and coaching to
managers and employees
Change Champion

 Runs regular employee surveys
 Protect employees and protects their
interest during management discussions
 Collects and acts on feedback from
employees
Employee Advocate

Strategic / Business HR Activities
1. You are the HRBP of a company (ABC Restaurant).
Prepare 5 new strategies to boost up business during Festival Seasons.
2. You are the HRBP of a company (DEF Consultancy)
Prepare 5 new strategies to boost up client acquisition.
3. You are the HRBP of a company (GHI Bank Limited)
Prepare 5 new strategies to boost up financial year end business.
4. You are the HRBP of a company (JKL HR Training and Placement)
Prepare 5 new strategies to boost up business during Festival Seasons down
time.

ORGANIZATION DEVELOPMENT - All V9.0.pptx

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