Organizational development is the process of changing in positive and inventive ways, which ensures that workers have a harmonious, flexible, and productive environment. Ideally, it could be an organizational culture where management understands the needs of employees and workers feel they are innovative and accountable in their activities. To be more effective and work more productively in the organization, it should provide them with the environment they need to grow and mature their skills.

What is organizational development?

Organizational development refers to improving the overall efficiency of an organization by planning and implementing changes in the structures, procedures, and practices that affect the performance and productivity levels of the organization. This change might be in a new system or policy introduced at the organizational level.

What are the stages of organizational development?

The six stages of organizational development are simple and easy to remember.

1. Entry: Exploring the problems and opportunities.

2. Diagnosis: Data collection, getting the issues and options down to actual numbers.

3. Feedback: Analyzing the metrics and outlining a plan for the change solutions.

4. Solution: Working on problems actively, enhancing performance, and improving systems.

5. Evaluation: Collecting data and tracking whether or not the organizational development plan is working out for you.

6. Implementation: Applying all that learned to your business or organization.

What is the reason for organizational development?

It brings about continuous improvement in the organization by helping it develop better communication among the employees, building a stronger connection between employers and employees, and bringing about an environment that fosters the growth of employees’ skills, talents, and knowledge. It helps condition out the talent and skills of employees by working on them to make them more effective for their respective jobs. Causes the development of the employees on the individual level and the team level by making them work together more successfully as a team.

What are some organizational development examples?

Some of the most common examples of organizational development that organizations undertake:

1. Create a project management system: This helps ensure that everyone in the organization communicates effectively.

2. Automating task management helps ensure that everyone has access to the information they need to do their job well without being dependent on others.

3. Using an HRMS tool to ease out the HR functions: allows for more effective management of human resources that all employees of the organization can easily access.

4. Introducing a training module for every employee:This way, employees will acquire new skills as often as needed to achieve their objectives and goals with minimal supervision from higher-ups in the organization.

5. Changing an organization: wide policy helps bring better communication principles and practices into play within the organization to attain the same goals more efficiently.

How important is organizational development?

Organizational development is essential because of the following reasons:

  • It helps people become more cross-functional and work collaboratively with ease.
  • It helps the organization improve its processes, and this, in turn, helps bring in more revenue and credibility.
  • It improves the workflow functioning, causing a highly positive change in the team efficiency.

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