Certificate in Organization Development (COD)

The use of Organization Development (OD) is growing. OD’s set of concepts and techniques for improving organizational effectiveness and individual well being has been successfully used by organizations. OD addresses the opportunities and problems involved in managing human dynamics in organizations as well as instituting change.

This course will help the student understand what OD is and how it is practiced. A combination of lectures, workshops and case discussions, it presents the fundamental principles that an OD Consultant/Practitioner should know. It will enable the students define and explain organization development. Through the discussion of cases and best practices the student will learn the different models, change strategies and interventions used in an OD process as well as performance measures to evaluate your change process. If you are a line manager who has to select and work closely with an OD Consultant, or who is now required to do more OD work as an integral part of your daily role, this course is also for you.

At the end of the course, the participants will be able to:

a) define and explain Organization Development and explain its role in the Human Resources spectrum;
b) identify the models and interventions to use in diagnosing and solving organization dynamics;
c) explain what happens to individuals and organization in the process of change and how to manage the change
d) define the key success indicators to evaluate the change process;
e) discuss the role of the OD Consultant or change agent;
f) craft an OD plan for his organization

CONTENT

Module 1: Overview of Human Resource Management

1.1 HRM Framework
1.2 HR Manager as a Strategic Manager

Module 2: Organization Development

2.1 Definition of Organization Development
2.2 History of OD
2.3 Organization Development Principles
2.4 Defining Healthy and Unhealthy Organizations
2.5 OD Change Cycle

Module 3: Organization Diagnosis and Models

3.1 Definition of Organization Diagnosis
3.2 What is an Organization Model?
3.3 Different Organization Models
3.4 Force-Field Analysis

Module 4: Planned Change

4.1 Definition of planned change
4.2 Change and the Organization Culture
4.3 Creating the Future (Vision and Mission)
4.4 A Five-Step Change Management Model
4.5 Stages of Change
4.6 Reasons People Resist Change and Accept Change
4.7 Change Leaders and Change Agents

Module 5: Interventions

5.1 Overview of Interventions
5.2 Individual, Group and Organization Interventions

Module 6: Evaluating the Change Process

6.1 What is evaluation?
6.2 Evaluation framework
6.3 Steps in the evaluation step process
6.4 Why OD fails?

Module 7: Organization Development Consultants

7.1 OD Values and Competencies
7.2 OD Consultants Role
7.3 External vs. Internal Consultants
7.4 OD Consultant Styles
7.5 Entry and Contracting
7.6 Ethics in OD