OD and HR - an uneasy partnership
In Indian organizations the size does not exist for OD groups to exist independently, so often they end up sitting in the Learning function within HR where they essentially become very "training focussed" rather than focussing on interventions that will raise organizational performance and resilience.
My pet grouse against HR and OD people (and I must include myself in that group) is that they do not focus on passing their skills to managers. A lot of the work that they do should be done by line managers and OD/HR folks should focus on designing processes and not actually executing them.
Posts
1 comments:
hey... Just landed on your blog via a link on the FC Now Blog. This is great stuff! Your point about moving execution to the line managers is bang on.
Of course, the difficulty is in turning managers from being mere line managers, to truly well rounded biz managers - another thing HR (and top mgmt) need to focus on. Training managers, with the approach that you mention in the previous post certainly helps in this.
HR should be an advocate of good practices to top mgmt, rather than a "hand-madien" to it. That requires courage, competence and a degree of patience.
Post a Comment