Organization Development
Organization Development
Organization Development helps organizations build their capacity to change
and achieve greater effectiveness by developing, improving, and reinforcing
strategies, structures, and processes.
Organization development involves an ongoing, systematic, long-range process
of driving organizational effectiveness, solving problems, and improving
organizational performance. It is also one of the capabilities identified in
the Talent Development
Purpose of Organization Development
OD is the practice of planned, systemic change in the beliefs,
attitudes and values of employees for individual and company
growth. The purpose of OD is to enable an organization to
better respond and adapt to industry/market changes and
technological advances.
Benefits of Organization Development
- Continuous improvement.
- Increased communication.
- Employee development.
- Product & service enhancement.
- Increased profit.
Difference Between OD and
Human Resources (HR)
Performance
Management Cycle
Performance Management System
Performance Management is a process for establishing a shared understanding
(two-way communication between employee and supervisor) about what is to
be achieved and how it is to be achieved, and an approach to managing people
that increases the probability of achieving success.
Performance Management is a continuous improvement process, which defines,
develops, reviews and recognizes performance and supports the individual, the
business unit and the entire organization.
Principles of PMS
• Performance Management is a comprehensive process which:
- aligns individual, team and organizational objective.
- informs compensation
- supports individual and career development
• Good performance management is based on continuous, honest and constructive
dialogue between supervisors and employees.
• Goals and objectives, as laid out at the beginning of the appraisal process, should be
SMART: Specific, Measureable, Attainable, Relevant and Timed.
Solution
- Competency Performance System
- SMART Goals + Competencies
- Trainings on PMS
- Timely Review (Quarterly – Mid Year)
Performance Management - SMART GOALS
PP: 1
P: 2
E: 3
SMART GOALS Weighting Actual Achievement Supervisor Weighted Rating
(A) Rating (B) E = (A*B)
35% 3 1.05
15% 2 0.3
20% 2 0.4
20% 1 0.2
10% 3 0.3
Total 100% 2.25
Core Behavioral Competency
Core Behavioral Competency
PP: 1
P: 2
E: 3
Competencies Performance Supervisor Weighted
Weighting (C) Rating (D) Rating
F = (C*D)
C 20% 3 0.6
DM 10% 3 0.3
PO 10% 2 0.2
RF 20% 2 0.4
R 20% 1 0.2
TA 20% 3 0.6
Total 100% 2.3
Performance Agreement
SMART GOALS: 70%
Core Competencies: 30%
PP: 1
P: 2
E: 3
Weighted Rating for GOALS Weighted Rating for Competencies
E * 70% = 2.25 * 70% F * 30% = 2.3 * 30%
1.575 0.69
Rating Scale
OVERALL PERFORMANCE SCORE
(Goals + Competencies)
1.575 + 0.69 = 2.26
Rating Scale
Up to 1.49 Partially Performing
1.50 - 2.59 Performing
2.60 – 3.00 Excelling
Policy Handbook
Employee Policy Handbook
Employee handbook is an important communication tool between you and
your employees. A well- written handbook sets forth your expectations for
your employees, and describes what they can expect from your company. It
also should describe your legal obligations as an employer, and your
employees' rights .
Recruitment Policy
Employment Policy
• Purpose
• Scope
• SOP
• Categories of Employment
• Procedure for Separation
• Re-employment of Ex-Employees
• Limitations
Recruitment Process
• Recruitment Request Form
• New/Non-budgeted Positions
• Cv’s Shortlist
• Fresh Candidates
• Interviews of the shortlist candidates
• Final approval
• Offer Letter
• Appointment Letter
SOP
Pre-advertisement Preparation prior to a position being advertised
Pre-interview From promotion of vacancies through to shortlisting of
applications
Interviewing Procedures relating to setting up interviews and selecting the
most appropriate candidate
Post-selection The administration required once a selection has been made
Pre-advertisement
- Advert text (and the advertising procedure)
- Recruitment Request – HR / Finance Authorisation Form
- Job Description
- Person Specification
- Occupational Health Evaluation form
- Recruitment Programme (to be produced after authorisation has
been obtained)
Pre-Interview
• Initial Contact with Potential Applicants
• Application Form and Curriculum Vitae
• Receipt of Replies
• Shortlisting
Interviewing
Invitations to Interview
Composition of Interview Panels
Conduct of the Interview
Other Selection Activities
The Choice of Candidate
Post-Selection Administration
• Offer of Employment
• Medical assessment
• References
• Criminal Records Checks
Categories of Employment
• Permanent
• Contract
• Third Party
Procedure for Separation
Resignation
Retirement
Retrenchment
Termination
Natural /Accidental Death
Limitations
• Blood Relative
• Increment is on pro-rata basis
• Maximum age
• Notice Period
• All hiring will be routed through recruitment process
• Joining of new employee will be subject to the issuance of
appointment letter.
