Page 133 - DMGT520_ORGANIZATION_CHANGE_AND_DEVELOPMENT

Organization Change and Development

Notes
 After approval of the action plan by Board of Directors, Change Agents were
earmarked , one for each location/division. Selection of the change agents was
done, keeping the recommendation of the consultant in mind, that, since OD was a
people’s program, the change agents should necessarily be line managers who have
demonstrated to possess good ‘people skills’.

 The change agents were given extensive training on behavioral skills (most of
which are termed as ‘soft skills’ in present day parlance).
 The change agents were made responsible for implementation of HRD framework.
They were placed administratively under Chief of HR at each location, the underlying
concept being that once the HRD framework had been implemented and
institutionalized, the Chief of HR would be its custodian for its assimilation with
the regular HR practices and policies.
The OD Action Plan (HRD Framework) & its Implementation

Role Analysis has been a rather more acceptable strategy in India. RA has been described
as one of the team building techniques and has been adequately explained by French &
Bell (page 166-168) .The two authors have also acknowledged the work of Prof Ishwar
Dayal of India, with regard to RA.

In simple words, Role Analysis (RA) implies analyzing the role of a person/position in
the organization. Job description is some thing akin to RA, the subtle difference being that
RA deals with total role of a person (including competencies) whereas JD is a mere
description of the job (may not clearly focus on competencies).
The enclosed HRD Framework shows the different derivatives (sub systems) of Role
Analysis along with their linkages, pursued by the organization under discussion.
It will be prudent here to mention that many of these RA derivatives(sub-systems) were
already in vogue in the organization, but not so effectively linked as they became after the
OD interventions.
As on today, RA and all its sub-systems have been institutionalized and the organization
is now preparing for next phase of OD Interventions.
Question:
Discuss the Case Study of a PSU OD Interventions.

Source: http://www.chrmglobal.com/Articles/11/1/OD-Interventions—Case-Study-of-a-PSU-in-
India.html

8.9 Summary

 This unit contains the description of the OD interventions, its classification.
 In addition to this light has been thrown on the understanding of teams, team-building
interventions because team building produces powerful positive results and it is an
intervention in harmony with the nature of organisation as a social system.
 In teams members are interrelated to each other and must coordinate and integrate
individual efforts in order to achieve successful task accomplishments.

 It is discussed and analysed that team building interventions are at the centre of OD
activities some emphasis has been laid on the intergroup and third party peace making
interventions and to learn how these interventions actually reduce intergroup and
interpersonal conflict and improve relationships.

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