It has its foundations in a number of behavioural and social sciences.
Being part of a consulting firm that focuses on people analytics and organization development, I am often asked to explain the precise differences between human resources HR and organization development OD.
Both functions deal with people, right? So, many naturally assume they do the same thing. Yet, there are more differences than similarities between HR and OD. Since I have yet to find a satisfactory explanation that would help someone understand the differences in a meaningful way, here is my feeble attempt to clarify what is a pretty murky area.
What is Human Resources?
Historically, Human Resources professionals were primarily concerned with the efficient management of the employment process from recruitment to termination. HR also focused on helping the organization comply with governmental regulations and in mitigating employment-related risks.
Thus, HR found itself acting in a support role to the other business units. And, HR was very process-and-compliance-oriented in its thinking.
What is Organizational Development? Organizational developmenton the other hand, was created as a way of applying behavioral science to help organizations improve individuals and systems.
At its heart, OD is supposed to represent purposeful and meaningful change for the better. An OD practitioner uses two primary tools in his or her work: Instead, they are interested in data and research. Here is a partial list of the different roles that were frequently handled by HR and OD in the past: Organizational Development sought to: This advice has taken root in many companies, and the focus on creating a strategic HR department is now quite common.
In fact, we see most companies talking about strategic HR as opposed to supporting an internal OD department. I am not necessarily sure why the notion of a strategic HR function has proven to be more popular within the business community.
My own personal theory is that HR professionals were always receptive to the contributions OD was making. With the new mandate that they offer strategic advice, it was natural that HR professionals would turn to OD as source of inspiration and solutions. Now that the lines are blurred, the real question is what should the OD community do about it?
Should we go back to a world with more rigid boundaries? HR professionals have already shown they are ready to merge the two functions. But, is that necessarily the right answer?
In other words, instead of fighting to keep OD as a separate business function practiced by a select few, OD practitioners could fight to keep OD as a distinct and recognizable business discipline that is used by many.Online shopping from a great selection at Books benjaminpohle.com Our Huge Selection · Explore Amazon Devices · Fast Shipping · Shop Best Sellers.
1 What Is Organization Development? T benjaminpohle.com probablyhavemanytoname,suchasthecompanywhereyouwork,aschool. Local Development Opportunities. Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S.
this fall. We share how Zappos identified and defined our core values and how you can benjaminpohle.comd Availability · Attend Zappos All Hands · Q&A With Zappos Leaders · Shadow Customer Service. Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and .
Organisation development is related to change management in the sense that many developments would be implemented using change management practices, but also, because it is being done continuously; organisation development is a kind of planned, ongoing, systematic change that aims to institutionalise continual improvement within .