OD Interventions - Case Study of a PSU in India
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French & Bell have defined OD to be the
Workplace Knowledge Base of Articles
applied behavioural science discipline
dedicated to improving organizations and Briefcase (Basic HR Questions)
the people in them through the use of
theory and practice of planned change. Vendor Consultants Directory
They have said that “Basically OD is a Management Schools Directory
process for teaching people how to solve Community for Discussions
problems, take advantage of opportunities,
and learn how to do that better and better Community Archives for Articles/Topics
over time. OD focuses on issues related to
human side of the organizations by finding Powerpoint Slides & Presentations
ways to increase the effectiveness of
Business Forms
individuals, teams and the organization’
human and social processes.” Regular Additions of Knowledge based Content
Driven by these basics of OD, a leading Exhaustive Functional Based Forums
Public Sector Undertaking of India, (having
Contribution of Content
an employees strength of approx 33,000)
embarked upon the Organization Blogs
Development program in the year 1985
with the help of an eminent consultant Poll/Survey Participation and Results
It started off with the Action Research Knowledge Center
Model ( French & Bell, page 100 ), Daily Digest Newsletter
involving
Weekly eBulletin
• Data Collection
• Analysis of the data ( with the help of a
consultant )
• Action Planning on the basis of analysis of
the data
Subsequent steps taken were as below -
- A company-wide climate survey was Related Articles
conducted to obtain the data which could
throw up the areas/actions for OD HR in India – Is it still in an Infant
interventions. - Data, thus obtained, was
used to make an action plan. Organization Development
Human Resources in India
- The action plan, termed as HRD
framework, was presented to the Board of Gilbreth’s Motion Study
Directors
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OD Interventions - Case Study of a PSU in India http://www.chrmglobal.com/Articles/11/1/OD-Interventions--Case-Study-...

Self Excellence Internet Potential in India

- After approval of the action plan by Board ROI Measurement for HRD
Personal Development of Directors, Change Agents were
Spiritual Insights earmarked , one for each location/division.
Selection of the change agents was done,
Tales of Wisdom keeping the recommendation of the Related Discussion
consultant in mind, that, since OD was a
people’s program, the change agents Six Sigma - Case Study
should necessarily be line managers who
India's Rising Employee Cost
MBA Students have demonstrated to possess good ‘people
skills’. Case Study : Variable Pay Component
Career Resources
- The change agents were given extensive Manufacturing Sector in India
Entrance Exams training on behavioral skills ( most of which
are termed as ‘soft skills’ in present day Recruiting in India
Indian B-Schools parlance ) MBA Recommendation in India/Asia
International MBA
- The change agents were made Premier Business Schools in India
Project / Internship responsible for implementation of HRD
framework. They were placed OD Intervention
administratively under Chief of HR at each
Future of International HR in India ?
location, the underlying concept being that
Announcements once the HRD framework had been Six Sigma : Mumbai Tiffinwallas Case
implemented and institutionalized, the
Updates & Support 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.

Author - M Kaushik

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