Improve organizational effectiveness, while still adhering to the company’s culture and values.Traditionally, organizational development sought to: Essentially, OD strives to represent and promote meaningful and purposeful change for a company.Ī n organizational development professional focus es on data and research that can advance their efforts to improve a n orga n ization’s overall systems and processes. The goal of organizational development is to assist individuals in functioning better, within an organizational context. Developing and e nforcing policies and proceduresĪs opposed to Human Resources, the conception of organizational development was founded on a need for a systematic means of applying behavioral science to help organizations improve individuals and processes.Ensuring sufficient equity and diversity among the workforces.Ensuring legal, governmental, and contractual compliance.Managing the hiring, onboarding, retention, and performance processes.Historically, Human Resources departments were concerned with the following: As a result, the HR culture seemed largely transactional, and Human Resources were heavily utilitarian and process-and-compliance-oriented in their function. The Human Resources department also focused on assisting the organization in complying with governmental regulations, and in mitigating employment-related risks and conflict.īecause of the nature of their duties, HR professionals in a corporation usually found themselves acting in a support role to all the other business units within the company. Though their duties now extend far beyond the processes of recruitment and termination, this was traditionally the central duty of an HR professional. Human Resources and Organizational Development: What’s the Difference?Īt its conception, Human Resources professionals were primarily concerned with the efficient management of the employment process. I consent to receive future White Papers, blog updates & other marketing communications from SpriggHR.
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