by The Organizational Development Manager plans, develops, implements and administers development and training programs for company employees. The manager also acts as liaison and advisor to the organization’s leadership and facilitates initiatives across the organization.
Duties/Responsibilities:
- Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.
- Identifies and incorporates best practices and lessons learned into program plans.
- Designs and develops HR training programs for management and employees.
- Develops learning activities, audio-visual materials, instructor guides and lesson plans.
- Reviews evaluations of training courses, objectives and accomplishments.
- Makes assessments of effectiveness of training in terms of employee accomplishments and performance.
- Trains employees on HR issues and practices. Presents course materials.
- Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.
Organisational development process is very comprehensive and it involves jobs, work design, structure, individuals, groups, strategy, processes, procedures, technology and culture of the organisation. It takes a long time to get the desired results. For improving the effectiveness of the organisation through OD the involvement of all concerned persons is needed.
Right from top level to bottom levels all are attached with organisational development. Change manager, change agent, managers, workers and unions play their role in their own capacity. It is expected that everyone must give the desired contribution for organisational development.
- Role of Change Manager:
Change manager is the person responsible for bringing development in various areas of the organisation. He starts his role from identification of needs for change, situation analysis, deciding intervention for development, implementation and review of the intervention. In some of the organisation the organisational development responsibility is assigned to one person independently, whereas in other organisations the role is played by the manager along with routine functions.
The change manager may find difficulty in planning and implementation of strategy because of resistance from functional managers. When additional job of OD is given to the functional manager then he may not give proper attention to the development activities. The task of OD should be given to the person at higher level so that he can create the situation suitable for organisational development.
The change manager should be an expert of his field and must have knowledge regarding manpower, processes, procedures, technology, structure and strategy for effective working. The training should be given to the executives to play role of change manager. The role of change manager is very important in organisational development because he provides proper planning and guidance for bringing desired changes in the organisation.
- Role of Change Agent:
Change agent is a person outside of organisation and be may called as consultant. When the company is not involved in much development activities, it may take service of the experts from the markets. In case of regular development jobs the company employs a full-time change manager or jobs may be-assigned to one internal manager who is expert in that job.
The change agent is having knowledge of the particular field. Right from study of internal and external environment, industry and company analysis, designing, developing, selection and implementation of intervention he is involved and provides support to the managers. He works for his consultation fees or commission as per the requirements he provides his services.
For selection of the change agent the management should take proper care. On the basis of his proven track record the consultant should be finalized. The feedback should be taken from the companies where he has already worked as a change agent successfully or from markets. The available information should be verified properly otherwise the decision may be wrong.
The change agent explains the changes, their types of changes and benefits expected from such changes to the employees. He convinces all concerned persons to get them into confidence and get their support. If it is done so successfully, the resistance from employees would not be there.
The role of above mentioned activities is very important. The expertise and involvement of change agent in OD activities would affect the success of OD. He may leads to the OD programme successfully if level of commitment on his part is high definitely.
- Role of HRD Manager:
Organisational development and human resource development are having the common objectives of development. Human resource is one the areas of OD. For achieving objectives an HRD manager plays an important role. Designing, planning and implementation of intervention for OD and HRD are the main functions of HRD manager. Through development of human resource the organisational development is possible.
The main purpose of concerned department is to create the favourable climate for learning and development. In the favourable environment the employees learn from the learning facilities provided in an organisation and from their own experience also. The employees should be motivated by the department to utilize their potential.
Due to continuous learning the employees will acquire new competencies (skills, knowledge, capability and attitude). The main objective of HRD department is to develop the competencies of the employees to meet the changing needs of the organisation.
To achieve this objective the concerned department should perform the following major functions in HRM intervention for OD:
(i) Formulate the human resource policy in the organisation and open support of top management.
(ii) Create a constant desire to learn and develop by inspiring employees by line managers.
(iii) Canalize all HRD efforts in one direction to achieve the goals of the organisation.
(iv) For creating and developing suitable climate, planning and designing of new systems and methods.
(v) Monitoring of implementation and performance of various human resource development mechanisms.
(vi) Close contact with associations and unions and their inspiration.
(vii) Conducting research periodically relating to various human aspects.
(viii) Supply relevant information to the top management.
(ix) Influencing formulation of personnel policies due to staff expertise.
To perform the above-mentioned functions, it is required that HRD manager staff of the concerned department, must be well qualified and experienced. Otherwise these activities cannot be performed effectively. Keeping in view the functions performed by HRD manager for development of human resource and organisation, it is concluded that the role played is very important and essential for successful effort for achieving high level of effectiveness of organisation as a whole.
- Role of Trade Union:
Management are not having positive attitude towards trade unions. Trade unions are considered opponent to the management. These are mainly confined to issues like wages, bonus and working conditions. But they had paid no attention towards the development of workers in past. In the recent past initiatives have been taken by the management for development of human resource and organisation.
Trade unions have not supported the initiative taken by the management due to various reasons. Now it is time for management to deal with the fears and doubts of trade union. Management should have continuous interaction with the trade unions regarding OD activities. Trade unions must be taken into confidence and they must be involved.
Working climate of trust and understanding must be developed. These efforts will develop involvement of unions in developmental programmes. Trade unions should play the positive roles in development of employees.
The role of trade union for development of organisation is important.
The trade union can play the following roles:
(i) When the initiative for development of organisation comes from management trade unions must cooperate. If no initiative from management side then trade unions must initiate for development of workers. The improved communication between management union and employees can strengthen the role of trade unions.
(ii) Trade unions should provide counselling service to workers regarding excessive drinking, smoking, drug addiction, gambling, etc. In absence of counselling the employees get involved in evils.
(iii) Trade union must help the employees to acquire knowledge and skills regarding work and human processes like team-spirit empathy, helping attitude.
(iv) Trade union must put continuous efforts to improve employees’ welfare programme for overall development.
(v) Trade unions should sponsor appropriate research projects to collect relevant data regarding various dimensions of worker’s needs, aspirations, development needs, etc. They can seek involvement of experts, academicians by participating in research problems relevant to the trade unions.
For better and effective role in HRD and OD, trade union should be professional. This means HRD within union. Trade unions had ignored development of union leadership. Trade unions must develop union leadership. The new developmental role will acquire new skills in the union leadership and the unions will play their roles more effectively.
