by Organizational Development is a very important component of the organization. Although it can cost quite a bit of money and may require quite a bit of resources, time, and energy, yet still, the organizations that develop an intervention for their organization will gain a competitive advantage within their industry.
Process:
A good intervention is made up of these eight (8) steps. In this article we will only discuss which of these 8 are the most important:
Step 1: Planning the OD evaluation
Step 2: Identifying key stakeholders and decision-makers.
Step 3: Determining evaluators and evaluation criteria.
Step 4: Scanning for internal and external relevant information.
Step 5: Selecting data collection methods.
Step 6: Collecting data.
Step 7: Analyzing data.
Step 8: Reporting the evaluation findings
Types:
The four (4) main models in the evaluation are:
Kirkpatrick’s Four Levels of Evaluation: The four levels focus heavily on making sure that any intervention that is used is effective.
a) How are the employees reacting to the intervention?
b) are they learning anything from the intervention?
c) are they behaving differently within the organization and changing due to the intervention?
d) what are the results and the ROI?
This is one of the simplest models and is the most popular one due to its straightforwardness and simplicity.
Balanced Scorecard (BSC): This model focuses on a set of measures that determine the score of how the organization is doing when it comes to their goals for time, quality, and performance. This approach can get complicated since not every goal is measured in the same way.
Holton Evaluation Model (HRD): Building off the Kirkpatrick Model; HRD took into account where the Kirkpatrick Model was weak and focused on only three main elements that they deem are more important, which are:
a) Learning
b) Individual performance
c) Organizational results
putting more focus on motivating the employees to perform and show results from their learning. They keep in mind that if we make sure that the employee gets the right resources and the right training, they will end up performing better.
Appreciative Inquiry Approach (AI): This approach is not for all companies, but definitely those with high aspirations should consider this model.
It is built on the principle of these five (5) phases;
a) Definition
B) Discovery
C) Dream
D) Design
E) Destiny
Where the organization defines and discovers what their dream goals are. Once they have discussed their dreams, they envision what it would look like, and then they design and determine key tasks by splitting into teams and going after their dream. Once again, this is not for every organization, but this model can prove to be quite effective for those who want to achieve greater ambitions.
