4 Major Functions of Organizational Development (OD)

The functions of organizational development are of many dimensions. On this page, four basic functions have been depicted. These functions are classified into 4 (four) types. These are:-

Functions of Organizational Development

1. Training and professional development,
2. Performance management
3. Competency management and
4. Succession planning.

All the functions of organizational development have a food number of sub-factions those listed below:

Training and Professional development

1. Courses (“academic” definitions) creation and maintenance
2. enables attachments for course collateral
3. Link certifications acquired by attending the course
4. Maintains course prerequisites
5. Designates the number of Cues that can be earned for the course
6. Define and maintain venues (scheduled courses) for courses
7. Enable grouping of courses into the syllabus of a specific subject
8. Include pricing definitions
9. Maintain instructors
10. Enable potential assignment of instructors to courses
11. Define acquired competencies and competency levels per course
12. Links course to organization strategic goals
13. Identify gaps in competencies and relate them to required training courses
14. Show potential attendees per the planned course
15. Enable annual plan schedule, resources, cost
16. Alert for missing or overloaded resources
17. Users can enter “one-off” external training events without building the course and instructor
18. Reports training costs
19. Catalogs training requirements
20. Plans course demand for a period based on pre-bookings or actual attendance from previous years
21. Library resources cataloged and indexed
22. The library resource catalog is searchable
23. Tracks check-out and return of hard copies (library resource catalog)
24. Stores electronic resources (library resource catalog)
25. Maintain course schedule
26. Declare venues and assign resources
27. Enables online enrollment and cancellations
28. Option to automatically transfer training events to Microsoft Outlook calendar
29. Checks department training budget upon enrollment
30. Notifies manager and employee if not enough budget available
31. Checks to see if the employee has taken the class before
32. Mass registers a group for a class, using selection criteria
33. Maintains waitlist
34. Automatically adds registrants to a waiting list
35. Automatic notifications when a spot opens on the waiting list
36. Automatic notifications when the waiting list is closed
37. Transfers an employee to another section when the waiting list is closed
38. Maintain attendance in courses
39. Stores date the course was completed
40. Maintain scores per student
41. Enable transfer of acquired competencies into a personal profile
42. Update personal profile
43. Invoice generation for external attendees
44. Reminder for upcoming tainting by enrollment
45. Automatic reminder for required training
46. Automatic enrollment in required courses
47. Automatic notification of enrollment in required courses based on employee attributes
48. Position requirements and employee data can be matched
49. Employee and organizational goals can be linked
50. Identifies and training, courses, and development activities employees have participated in
51. Prints course descriptions and schedules
52. Skill, education, projects, accreditations, languages, and evaluations can be updated.
53. Collects basic personal data during the registration process such as name, address, language preference, location, and required qualifications
54. Automatically communicates any changes to all affected parties via workflow management
55. Interfaced with Sentry, a Web-based training program
56. Interfaces with My Learning plan Web-based program to track training
57. Administers online trailing evaluations
58. Summarizes online training evaluation responses
59. Restricts access to position-specific training

Performance Management

1. Interfaces with performance review software
2. Stores data about employee performance and salary reviews
3. The default reviewer can be overridden at the employee level
4. Multiple custom appraisal forms can be created
5. Performance appraisals can be completed online
6. Performance appraisals can be routed for approvals online
7. Assigns professional development within performance appraisal
8. An employee can document goals for the year and link them to organization goals
9. The manager can assign a weight to each employee’s goal
10. Managers can enter notes associated with each employee’s goal
11. Manager can enter accomplishments related to each employee’s goal
12. For certain positions, standard essential job duties can default into performance review form
13. Maintains discipline types
14. Records and tracks disciplinary actions including information on incidents causing the action steps talent in resolution, and the personnel involved.
15. Records date of the incident in reference to disciplinary action
16. Records personnel involved in reference to disciplinary action
17. Records steps taken in reference to disciplinary action
18. Records resolution in reference to disciplinary action
19. Attaches electronic supporting documents to discipline events
20. Tracks performance appraisers and superiors in history
21. Generates reports on which managers have not completed all appraisals

Competency Management

Competency management is used to map the skill sets required in a position to ensure the organization or department’s needs and strategic goals are met.

It uses competency models to determine what skills are linked to a position, what skills need to be enhanced, and what skills are no longer necessary for a particular job or area.

They can also be used to create behavioral tests or other candidate screening tools.

1. Enables a list of competency definitions
2. Enables a variety of competency scaling types (“units of measures”)
3. Enables a variety of scaling levels
4. enables logical scaling levels
5. Enables logical scaling levels as well as numerical scaling levels (yes/no,0-10)
6. Enables multiple competency initiatives organization-wide
7. Enables multiple competency initiatives department-wide Enables multiple competency initiatives based on functional
8. Enables multiple competency initiatives based on technical skills or career-related
9. Competency profile
10. Updates employee competency profile with competencies acquired from training
11. Enables expiry dates for competencies and alerts for re-evaluation
12. Identifies gaps between an employee’s competency profile and the competency profile of their job
13. Enables competencies acquired on training courses to be assigned to the employee profile.

Succession Planning

1. Identifies potential assignments for a job or career path
2. Assigns jobs to employees based on their career paths
3. Documents employee skill measurements, qualifications (including education and training), competencies, and professional experience
4. Identifies and follows up on high-potential employees
5. Compares organizational requirements and goals with employees and managers to identify talent and leadership gaps within an organization.
6. Ranks potential candidates qualified to fill incumbent or vacant positions, Administers tests to determine strengths and weaknesses, which will be used in the succession planning process.

Related Content of Organizational Development:

• What is Organizational Development?
• Nature of Organization Development
• Objectives of Organization Development
• Importance of Organization Development
• Characteristics of Organization Development
• Principles of Organization Development
• Role of Management for Organizational Development
• Tips for Organization Development
• Organization Development Process
• Components of Organization Development Process
• Difference between Organization Development and Management Development
• Variables in Organizational Development Approach
• Assumptions of Organization Development