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This
is the home of organisational development in HR Matters. Here,
we share our collection of articles, reports or surveys and
news on the area.
In October 2011, we undertook a survey on this area.
Why organisational development…
We decided to gather feedback on organisational development
(OD) because of its impact and value to the enterprise and
its people. Debate about OD and the controversies surrounding
its impact and its role have raged on for years. Collaborating
and increasing the understanding of OD is what this is about.
We would like the learning, ideas and experiences to be shared
collectively, so that as many people as possible can participate
in a global conversation about the role, expectations and
outcomes, therein increasing acceptance, use and positive
result not only at the enterprise level but also for employees
and the relationships within the enterprise. At the heart
of it, we wanted to be part of the conversation and debate.
What’s the plan, again?
We’d like to invite you to be part of our survey.
We ask a simple question : What does OD mean to you –
what are the things that you believe the person tasked with
this role should look to manage and resolve?
In early September
2011, we started posing this question online. We got the ball
rolling fast but we intend to keep the momentum going and
allow this conversation to build over time. Our plan here
is to keep the debate alive by :-
• keeping the survey going for between six months to
a year
• posting feedback and updated reports in the upcoming
magazine issues
• collating all hard data and making that freely accessible
in a single repository on our website.
The survey : ten minutes of history
• We are about a month into the survey and the response
level so far has been encouraging. The respondent pool at
present is small but growing. We continue to accept responses
to our survey and will gather and post the results online.
While it is important to enlarge the pool of respondents,
the focus has always been on gathering qualitative data and
the sharing of practitioner insight.
• The choice we have made is to keep the pool of respondents
open to those who are currently in/formerly were in people
management, organisational development, talent development
and HR. There are no restrictions as to age, gender, years
of experience, whether they provide consulting services or
work in-house, whether they are on contract, freelance or
employed on a full-time basis. To this extent, we will also
not prevent contributions from those in positions which may
perhaps be viewed as outside this sphere or on the periphery.
• The question was posed primarily in HR and people
management related LinkedIn groups and on the magazine’s
Facebook page. Responses were posted at the LinkedIn group
discussion pages themselves as well as emailed directly to
the magazine’s editorial team. A dedicated space will
however, be kept on the magazine website so that the updated
survey results, raw data and survey history are accessible
to all for continued discussion and debate.
• The history of the survey, profiling information and
raw data are provided:-
o to enable those interested in continuing the journey, to
do so where we leave off
o to enable readers, who are deciding on whether to rely on
the data, to make their own assessment of the data and sources
as well as come to their own conclusions as to level of transparency
and reliability
• The survey question was kept simple and short because
o of the magnitude of the subject matter. A topic this big
cannot be tackled in one fell swoop. A meaty discussion would
have to concentrate, on only one or two issues, at any point
in time
o the simplicity and focus would also ensure that the topic
be given due attention without divergence into other areas
o additional survey questions would increase the volume of
data, the need for editing of reports for space consideration
and for summarising, which we were not keen on so as to ensure
truer reporting of findings.
The
Respondent Profile
• Total number of respondents at press time : 26
• 50% (13 respondents) from HR consulting/services,
some of whom were formerly HR practitioners
• 27% (7 respondents) are current HR practitioners
• 11.5% (3 respondents) from areas including training/thought
leaders/learning/change facilitators
• 11.5% (3 respondents) from other backgrounds including
audit, legal and policy development
• Geographical mix : United Kingdom 6, North & South
America 9, Europe & Middle East 3, Asia Pacific 8
• Gender mix : Male 22, Female 4
The
survey : how to get involved
• If you are in the HR line, we welcome your feedback
to this survey. We
ask a simple question : What does OD mean to you – what
are the things that you believe the person tasked with this
role should look to manage and resolve?
• Send your feedback by email to editor@hr-matters.info
together with a brief profile and high resolution image of
yourself.
• All entries are subject to editorial discretion pertaining
to publication and may be edited.
• If accepted, your survey comments will be posted online
at this website.
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The
first report was published in the