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Od consultancy

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Od consultancy

  1. 1. Presented By: Gomini Gupta 23-MBA-16 Organisational Development Consultancy
  2. 2. Organisational Development  Theory and practice of planned, systematic change in the attitudes, beliefs, and values of the employees through creation and reinforcement of long-term training programs.  OD is action oriented.  It starts with a careful organization-wide analysis of the current situation and of the future requirements, and employs techniques of behavioural sciences.  Its objective is to enable the organization in adopting-better to the fast-changing external environment of new markets, regulations, and technologies.
  3. 3.  Organizational Development refers to strategies and initiatives that align, promote and encourage the improvement of a department so it can meet its mission, fully realize its potential and maximize its ability to make positive and lasting contributions.  The consulting process places equal focus on the development of the
  4. 4. Consulting Services cover a wide range of issues including the following challenges typically faced by managers:  Change Management  Performance Management  Leadership Development  Climate/Culture/Interpersonal Relationships  Organizational Structure/Work Processes/Job Design  Strategic Planning/Visioning
  5. 5. Change Management Performance Management  Define, plan and execute strategic organizational change, from both people and systems perspectives.  Manage organizational transformations including restructuring, hiring, layoffs, consolidations and acquisitions.  Align the  Teach performance management strategies and processes, focusing on ways to handle performance challenges, setting clear expectations, and creating development plans.  Provide performance- based training and/or coaching to maximize contributions to the department.  Perform "gap analysis" by identifying current skills/abilities and future needs. Develop strategies to close
  6. 6. Leadership Development Climate/Culture/ Interpersonal Relationships  Coach individuals to improve their abilities to lead and manage.  Instil the value of innovative leadership within the department.  Teach conflict resolution skills to help leaders resolve and mediate conflict, as well as help leaders recognize the potential for conflict before it arises.  Improve communication channels within the department for productive cooperation/teamwork and to build trust and respect.  Identify core values and establish interaction ground rules.  Counsel individuals regarding work place behaviors.  Lend a "third party perspective" to difficult problems.  Assess personal work styles and provide coaching on how to integrate all styles for a positive and productive
  7. 7. Organizational Structure/ Work Processes/JobDesign Strategic Planning/ Visioning  Assess and refine the processes and methods of critical operations.  Analyze staffing needs and restructure positions, focusing on effective job matches and utilizing positions consistent with their classification and grade level, thereby leveraging human resources in the most cost-effective and efficient manner.  Examine, target, and redesign organizational processes to become more responsive and  Facilitate the creation of a vision for the department's future mission.  Analyze the department's current state and help establish direction for the future.
  8. 8. POTENTIA  Offer Organisational Development (OD) and Human Resource (HR) support through Consultancy, Training and Systems facilitation.  Optimise the returns on our client investments in their core resource: their people.  This in turn has a positive impact on the business performance of the organisation.
  9. 9. • Core services under OD consulting include a wide range of customized interventions leading to development of people, organizational systems and processes. • OD consultancy facilitates/ supports a range of client requirements like vision/ mission/ values, strategy, organization design & structure, thus creating culture of choice, organizational transformation, generative collaboration through team building etc.
  10. 10. Some of the most sought after interventions include:  Building trust among individuals and groups throughout their organization (vertical & lateral).  Creating an open, generative, solution-centered climate where problems are surmounted and differences embraced both within groups and between groups, in contrast to "Sweeping problems under the rug".  Increasing the sense of ownership of organizational goals and objectives.  Generating collaboration within a team and between teams where relationships thrive, performance orientation is high and customer- centricity paramount.
  11. 11. THANK YOU!

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