Organizational Development can be defined as a continuous process that helps an organization to enhance their abilities to perform and keep soaring high to achieve even better. It is important to ensure growth with respect to an entity as an organization as well as its manpower.
The flow of communication is a major factor that influences organizational growth. Transparency and clarity in communication at different levels of an organization ensures smooth workflow
and a common vision and goal for all the employees as well as the employer.
Stakeholders play a pivotal role in the organization’s growth since they are involved in planning, bringing in changes and in decision making for the company. They are mostly involved in the crucial business prerogatives and can influence the flow of a business.
It is equally important to implement a change as it is to plan. Proper execution of a plan ensures its success and brings in the desired growth. It is necessary to review the progress until results are derived from the same.
To understand the level of resistance while implementing a plan or a change and to be prepared to manage and minimize the same so as to bring in the change is a major step to be taken.
Systems thinking helps to unite the thoughts so as to enable an organization to handle complex situations and deliver a unified output.
Training and development are a significant part of organizational development. Training enables an employee to expand his skill set and bring in better results. Planning training programs that co-relate with an upcoming change or development in the organization helps the employees to connect well and performance gets aligned.
Training programs should be aimed keeping in mind that they have clearly identified objectives so as to derive the desired outcome from the same. There should be proper analyzation of skills before and after training to measure the effectiveness of a training done. There should be set of protocols for the trainees who attend the training.
The success of a training program can effectively be measured by analyzing the improvement in desired skill for attendees. Proper implementation of the training in workplace is also a crucial determiner. Attendees can be asked to assess the training with respect to the objectives set and the result obtained. Above all a feedback from the entrusted representative on the training or a documented evaluation of the training can also help in understanding the effectiveness of a training program.
An organization should have set measures to follow up with a training program to achieve best results from a training done. Indicators showing improvement in skill and knowledge on the training topic as well as implementation of the techniques learnt are few such measures that ensure fulfillment of the objective. There must be identified leads to analyze the above measures. For example : accuracy of cost and schedule estimates; schedule performance; budget performance; quality measures; cycle times; team performance, etc.
Certain criteria should be kept in mind before designing a program.
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