How do the core Human Resource Management functions link to Organisation Development and its methods?
Table of Contents
Globalisation, technology breakthrough, new ideas, new markets, new competitors make the environment move in constant change. Therefore Human Resource Management and Organisation Development need to act as an actualisation agent that keeps the organisation up to date to the constant changes of the business environment. What is more, HRM and OD must work together to direct the organisation in order to achieve its objectives. By going deep in ...view middle of the document...
OD is based on five systems, being the first two coming from ideas of Lewin, laboratory training or T-groups, in which each group learns from the interaction within its members, and action research known as well as survey feedback through data analysis find the causes of problems. Rensis Likerth (http://learnmanagement2.com) introduced the participative management which is divided into exploitative authoritative; benevolent authoritative; consultative; and participative group. Quality of work life creates a balance between the employee and its working environment. Lastly, the strategic change focuses mentally the employees to keep track on to the changes in terms of technology, skills, and environment.
To conclude, all five systems of OD work on benefit of the employees either in groups (Laboratory training), or knowing how they feel (survey feedback), or their opinions being heard (participative management), or balancing their work and life (quality work life), or preparing them for the upcoming changes (strategic changes). Hence OD methods cannot be applied without working linked to HRM and therefore the organisation will not be moving synchronized to achieve its proper objectives.
Globalization comes along with the introduction of new technologies, new competitors, and new ideas. Hence the business environment is in constant change and evolution, and prove of this is the need for organisations to adjust and adapt themselves to such changes if their aim is to be successful. In this order of ideas, there is an actual urge for both Human Resource Management (HRM) and Organisational Development (OD) to be up to date and work in aid of the continuous enrichment of the organisation.
To answer the question, “How do the core Human Resource Management functions link to Organisation Development and its methods?” is necessary to inquire into the core functions of HRM, to know how it works and in which way act as a compliment to the methods, characteristics, components, and benefits of OD to organisations.
Human Resource Management
Human Resource Management (HRM) aim is to manage the human factor who individually and in groups contributes to accomplish the mission of the organisation. In other words HRM focuses on the individuals to work together to accomplish the organisation objectives. Hence the HRM objectives must be set in order to help accomplish the general organisation goals. The next results need to be take into account at the moment of evaluate HRM strategies and goals;
• How the employees feel themselves identified and therefore that are an integral piece for the organisation. A high level of commitment resumes an increase in loyalty, an increase in teamwork, and a decrease in workforce turnover (J.W Bishop and K.D. Scott, 107).
• The practices used by HRM to gain and conserve employees and develop them whit skills, qualifications, knowledge to make them competent to reach the...