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Talent Development Glossary Terms

The document defines organization development as an effort to improve an organization's capabilities through aligning various processes and strategies. It involves ongoing, systematic efforts to improve organizational effectiveness and performance. Key aspects include: 1) OD focuses on holistic improvement, considering multiple factors, while HR focuses more on operational people practices. 2) The five phases of an OD strategy are entry, diagnosis, feedback, solution, and evaluation. 3) Common OD initiatives relate to human processes, techno-structural changes, HR management, and strategic alignment. Skills useful for OD practitioners include strategic thinking, data analysis, project management, communication, and change facilitation.

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Raj Gaikar
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95 views9 pages

Talent Development Glossary Terms

The document defines organization development as an effort to improve an organization's capabilities through aligning various processes and strategies. It involves ongoing, systematic efforts to improve organizational effectiveness and performance. Key aspects include: 1) OD focuses on holistic improvement, considering multiple factors, while HR focuses more on operational people practices. 2) The five phases of an OD strategy are entry, diagnosis, feedback, solution, and evaluation. 3) Common OD initiatives relate to human processes, techno-structural changes, HR management, and strategic alignment. Skills useful for OD practitioners include strategic thinking, data analysis, project management, communication, and change facilitation.

Uploaded by

Raj Gaikar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Talent Development Glossary Terms

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What Is Organization
Development?
Organization development (OD) is an effort that focuses on improving an
organization’s capability through the alignment of strategy, structure, people,
rewards, metrics, and management processes. It is a science-backed,
interdisciplinary field rooted in psychology, culture, innovation, social sciences,
adult education, human resource management, change management, organization
behavior, and research analysis and design, among others.

Organization development involves an ongoing, systematic, long-range process of


driving organizational effectiveness, solving problems, and improving
organizational performance. It is also one of the capabilities identified in the Talent
Development Capability Model.

Summary

 Difference Between OD and Human Resources (HR)


OD is a science-backed effort focusing on improving an organization's
capacity by aligning a number of process and is related to but different
than Human Resources Management.
 Five Phases of OD Strategy
Entry, Diagnosis, Feedback, Solution and Evaluation.
 Organization Development Initiatives
Human Processes, Techno-structural, HR Management, and Strategic.
 Skills for an OD practitioner
Data collection and analysis, project management, management, emotional
intelligence, business acumen, communication, collaboration and
facilitation.
 What Can the Association for Talent Development Do to Help?
 Free E-book: The Importance of Change Management Training
What Is the Difference Between OD and Human
Resources (HR)?

Many OD interventions relate to human resource management and talent


management. While HR initiatives focus on people practices, organization
development zooms out to consider multiple inputs and tools that cut across the
breadth and depth of the organization. OD is more holistic and strategic whereas
HR is operational.

Like talent development, sometimes OD functions are under the HR umbrella.


OD Strategy: Five Phases

TD professionals should integrate OD skills with the growing number of


L&D, performance improvement, and talent management solutions focused upon
increasing organizational effectiveness. The process used by OD practitioners to
design and implement organizational development strategies is structured in five
phases:

1. Entry represents the initial contact between consultant and client in which they
present, explore, and identify the problem, opportunities, or situation. The output
of this phase is an engagement contract or project plan that establishes mutual
expectations and preliminary agreements about project scope (such as time, money,
and resources).
2. Diagnosis (assessment) represents the fact-finding phase. It is a collaborative data
gathering process between organizational stakeholders and the consultant in which
relevant information about the presenting problem is gathered, analyzed, and
reviewed.
3. Feedback represents the return of analyzed information to the client or client
system; exploration of the information for understanding, clarity, and accuracy;
review of preliminary agreements about scope and resource requirements; and the
beginning of ownership of data by the client. The output of this phase is typically
an action plan that outlines the change solutions to be developed, along with
defined success indicators based on the information and data analysis.
4. Solution represents the design, development, and implementation of the solution or
set of solutions meant to correct the problems, close gaps, improve or enhance
organizational performance and effectiveness, or seize opportunities. Outputs may
include a communication plan, a role-and-responsibility matrix, a training plan, a
training curriculum, an implementation plan, a risk management plan, an
evaluation plan, or a change management plan.<.li>
5. Evaluation represents the continuous process of collecting formative and
summative evaluation data to determine whether the initiative is meeting the
intended goals and achieving defined success indicators. Outputs generally include
an evaluation report with recommendations for continuous improvement.

What Are Some Organization Development Initiatives?

Organization development initiatives are typically categorized as:

 Human process initiatives that include team building, interpersonal and


group process approaches, and coaching
 Techno-structural initiatives that include restructuring organizations (for
example, mergers and acquisitions, flexible work design, downsizing,
business process engineering, total quality management, quality of work
life, Six Sigma, and Agile)
 Human resource management initiatives that include employee engagement,
employee experience, performance management, employee development,
succession planning, coaching and mentoring, career development,
and diversity awareness
 Strategic initiatives that include organization transformation, culture change,
leadership development, and attraction and retention initiatives.

Most initiatives have elements of each category. TD professionals should ensure


that any OD solution is aligned to specific strategic objectives.

Skills for an OD practitioner

OD practitioners concern themselves with strategic planning and thinking, so these


skills are musts for them. The Talent Development Body of Knowledge lists being
an change expert, efficient designer, business advisor, credible strategist, and
informed consultant as the major capabilities of an OD professionals. Some of the
skills included are data collection and analysis, project management, management
skills, emotional intelligence, business acumen, communication, collaboration, and
facilitation.

OD practitioners create an alignment of strategy, structure, people, rewards,


metrics, and management processes to improve efficiency and productivity in the
workplace. These practitioners identify and solve problems that have to do with
organizational systems that impact engagement, productivity, and performance,
and they may also lead initiatives that benefit individual growth, such as career
development, management and leadership development, and performance
improvement

OD professionals are adept at designing and implementing employee


engagement strategies; facilitating communication between employees and work
groups; and articulating and codifying talent and leadership principles, values, and
competencies that guide the organization’s culture.

What Can the Association for Talent Development Do to


Help?

The Association for Talent Development (ATD) offers various resources for those
interested in learning more or developing their OD practice. Becoming a successful
OD practitioner includes furthering your knowledge in areas such as collaboration
and leadership, performance improvement, business partnering and consulting,
change management, talent management, project management, and beyond. ATD
offers a wide variety of content, education, and publications in these areas. For
access to even more resources, including practical tools and templates, research,
and insights, you’re invited to become an ATD member. Learn more.

For more information, explore these resources:

Free E-Book: Remote Work Audit

By using this remote-work audit, you can help your organization reinvent and
reinstate a company-wide culture rooted in your values and mission to keep your
employees connected and on track for success.

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