If your business is looking to grow and develop, and is wondering how and where to start, OD expertise will provide the framework and the process required to power that growth via the human asset within the business.
Good OD practices will plan, without fail, what the human element to your strategy must be to secure delivery
HR and OD need each other. They are two different sides of the same coin. An OD project without HR expertise would be pointless. Equally, HR teams that deliver incongruent initiatives that don’t clearly support the business goals in a holistic way, result in activities low on credibility and impact.
OD can be a critical part of your solutions, along with all the other classic areas of HR expert.
OD helps an organisation execute strategy to the best of its ability through the engagement and optimisation of its staff.
OD professionals truly understand business in terms of what aspects of the human agenda require most attention.
OD draws on ample evidence and tools which configure an integrated and holistic approach, directly supporting operational performance and growth.
OD gives strategic HR efforts meaning, purpose and profile.
Routine HR procedures such as remuneration and employee policy, under a clear OD strategy, will be embedded with the organisations values, messaging and direction. The result is an HR effort that is: -
- Understood by the business
- Has relevancy
- Translates more easily to line ownership
- Is generally more welcome around the executive table
How can organisational development make your business better?
OD makes businesses look at the bigger picture and address changes that are needed
in order to drive progress and change.
OD will explore the company objectives, its strategic direction, its structure, organisations culture, and create processes
for sustainable long-term success.