This report is made as an assignment for Organization Development subject. It's going to be talking about how the core human resource management functions link to organisation developmpent. This report will be consentrated in how company attract and retain the staff because how the company get and keep the good staff is one of the most important things in the company. A company can attract people to work in several ways, such as, well-designed job role, good salary, flexible working hours, rewards. There are also ways to retain staff that it has, such as, opportunity for promotion, ongoing training, compensations and benefits.
Organization development and human resources are some of many important aspects in the organization. Both of them are working side by side to achieve the goals of the organization. Organization development is basically strategies to increase organization's effectiveness and workability. The main purpose of human resources is to cultivate human resourcefulness through progressive and reliable policies in education, training, health and employment at all levels. Conversely, human resource is to maximize the return on investment from the organization's human capital and minimize financial threat.
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Organization development (OD) is a planned, organization-wide effort to increase an organization's effectiveness and workability. , Warren Bennis, has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of organization so that they can better adapt to new technologies, marketing and challenges, and the dizzying rate of change itself. OD is neither "anything done to better an organization" nor is it "the training function of the organization"; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization's "processes," using behavioral science knowledge as well as organizational reflection, system improvement, planning, and self-analysis.
Kurt Lewin (1898-1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s. From Lewin came the ideas of group dynamics, and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos. Institutionally, Lewin founded the "Research Center for Group Dynamics" at MIT, which moved to Michigan after his death. RCGD colleagues were among those who founded the National Training Laboratorie (NTL), from which the T-group and group-based OD emerged. In the UK, the Tavistock Institute of Human Relations was important in developing systems theories. The joint TIHR journal Human Relations was an early journal in the field. The Journal of Applied Behavioral Sciences is now the leading journal in the field.
OD is usually done by people who are called practitioners. Practitioners are a consultant who is hired to help the organization they can also be an employee who's working in the organization and it is a long-term and comprehensive approach. The purpose of Organization Development is to create an awareness of the change, developing the potential, capacity and capability of an organization, its culture, system and the people within it.(Stevens.R 2008) These enable an organization, most effectively and efficiently to develop prospective of the organization's mission, vision and value statement. The responsibility of Organization Development is to develop and improve in achieve quality, customer focus and social responsibility.
Human resources is a term used to describe the individuals who is a part of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often called HR.
In simple terms, an organization's human resource management strategy should maximize return on investment in the organization's human capital and minimize financial risk. Human Resources seeks to achieve this by balancing the supply of skilled and qualified individuals and the capabilities of the current workforce, with the organization's ongoing and future business plans and requirements to maximise return on investment and secure future survival and success. In ensuring such objectives are achieved, the human resource function purpose in this context is to implement the organisation's human resource requirements effectively, taking account of legal, ethical and as far as is practical in a manner that retains the support and respect of the workforce.
Human Resources & Organization Development
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Basically job role of HR and OD are overlapping to each other where if the organization have a good HR that takes care of all the staff's needs but it doesn't have a good OD than the organization will not survive, lots of people will quit the job, costumers will basically stop coming, etc. It goes the same way the other way around. HR won't do a good job without OD, OD won't be good without HR. One of the best way for developing organisation is to get the good staff and make sure that they stay working for the company for long period of time. Few ways to attract qualified people to be willing to work for the organisation are well- design job role, good salary, flexible working hours, and rewards. Now that the company has got the qualified people working for the organisation, the company has to be able to retain the staff making sure that they are happy working for the organisation and want to keep working for the company for the long period of time.the ways to retain the staff are promotion, on going training, compensation and benefits.
There are many ways of attracting people to work for the organization. The main ways are through internet, advertising, word of mouth, employee referencing, labour agency. But it is not just simply putting in advertisement. The company has to make it in such a way that people who read it or hear about it feels like they want to work in the organization. Some of the point that would make people interested in working in the company are, well designed job role, good salary, flexible working hours, rewards.
Well-designed job role
What is meant by well-designed job role is that the job description is specific and the tasks including in it are designed so that the staff will have an interesting working time. The nature of humans are lazy, they don't want to do too many tasks, so the job description will be designed so that they will not have to do too many things.
Let's face the reality that the main reason that makes people go out and work is money. Along with economic downturn lots of people are panicking because all the prices are going up. So by giving a good salary, lots of people will want to work for the company. By just simply putting sentence saying paying above the award, you will be amazed to see so many people want to work for the company.
Flexible Working Hours
By implementing flexible working hours, the company will actually attract mothers who have pick up their children, as they can work while their children are at school. It can also attract people who want to spend more time with their family by starting earlier and finish early so they have the whole afternoon with their family or they can choose to work longer shifts and get 3 day offs.
There are lot of ways of rewarding the staff depending on the company. Some company give bonuses, free holiday for family, employee of the month, employee of the year. Some might even give a certificate of excellence. Before giving the reward, to motivate the staff, the company can also consult with the staff what they want as the reward to get the maximum effectiveness.
Nowadays, every organization starting to realize how important the staffs are because the company can't run without a staff. The success of a company is depending on how the staffs are working. Obviously if the work place is taking care of them they will work harder and stay in the particular company longer. These are some of the ways to retain staff.
Promotion is a very effective way of retaining your staff. As they have work so long for you they would want to have more empowerment. Promotion brings up their morale, making them proud of what they have done and of course more money.
If the organization provides ongoing training for the staff, it will also help the company retain them. Because they will feel that the organization is looking after them providing them with new skills so that they are more competent to do more tasks. It's a win-win situation for everyone because the employee increases his or her knowledge and the organization can benefit from that improved skill base. There are two types of training, on the job and off the job. On the job training is where the staff will be temporary transferred into another department to learn new skills. This method is commonly used because it's cost effective. Off the job training is where the staff are sent to university or any educational course to improve their skills. It's quite expensive, that's why the people that are sent to this training are mostly higher ups.
Compensation & Benefits
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The organization normally will employ staff full time, part time or casual. Only full time and part time employees are entitled to annual leave, sick leave and long service leave. The casual employee is not entitled to paid sick leave or annual leave. The casual employee will receive other benefits and compensation such as meal breaks, bereavement leave, superannuation and uniforms.
Staff is the main body of the organisation. To be able to implement the organisation development, the company has to make sure that the staffs are the best and they are happy to be working for the organisation and they are willing to change and grow with the company. If the staff are aware of the importance of the changes that is going to happen to the company they will be working togther with the management to achieve the main goal of the development.