ORGANIZATION

DEVELOPMENT
(THE FUTURE OF HR)

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 Need of OD at XYZ Ltd.

As for any OD Intervention to take place, the need for the same should
be felt by the management. The same happened with XYZ ltd. in this
year i.e. 2007.

Annual Practice: A decision has been taken by the top management

in 2005 to take some GET’s (Graduate Engineer Trainees) every year
and develop them for the bright future of them . So this practice of
taking fresh engineers happens annually where around 5-6 GET’s are
taken.

Training System for GETs : At XYZ, all the GETs undergo a standard
procedure for their induction. The sytem is as follows:

a) Induction Training (One Month)

b) Detalied Training in Line-1 ( Three months)
c) Detalied Training in Line-2 ( Three months)
d) Detalied Training in Line-3 ( Three months)
e) HR Evaluation
f) Placement of GETs to a specific line.

Under Induction Training, a HR Representative will first introduce the

GET with all the employees of the organization. Then a induction
schedule will be prepared where the GET will spend sometime in all the
departments and try to get the feel of the organization.

Detailed Induction : In MSP, there are 3 main lines for the production
of BOPP lamination films. So the new GET will be spending 1 month in
all of the 3 lines to minutely understand the functioning of all the lines.

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Here he will document the learnings on to the computer which will
later can be used for making Induction Manuals.

HR Evaluation : After the complete understanding of all 3 lines, HR is

conducting one test for all the GETs . On the basis of this test and the
feedback of the Line Supervisors, the GETs are evaluated. This
evaluation is used for placing the GETs to a specific line & operation.

OD PROCESS AT XYZ Ltd.

PROBLEM REALISED :

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It looked that the above system is very effective but a major problem
has been realized i.e. the GETs are leaving before the completion
of their training periods.

So to solve the problem, the following OD Procedure is followed:

1. Problem is analysed .
2. Reasons were identified for the occurrence of the problem
3. Strategy/Action Plan/OD intervention is prepared to solve the
above problem
4. Evaluation that whether the problem is actually solved or not.

1. Diagnosis of the Problem and reasons were identified :

The problem is analysed and the following things were found:
i) Lack of involvement of the HODs with GETs
ii) No specific role/work is there for GETs
iii) No mentor is assigned to them
iv) Feeling of neglect among GETs

2. OD Intervention to solve the problem:

Asstt. Manager HR has been given additional responsibilities
as follows:
i) To act as a guide/mentor for all new GETs during their
training period.
ii) Making their monthly schedule

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iii) Monitoring them on weekly basis and taking weekly
reports
iv) Grade them as per their performance (Monthly Grade
will be calculated based on their weekly reports)

So the procedure of the training is transformed as follows:

Step 1 :
All new GETs are welcomed by the HR representative and a
session is taken by him to tell all the new GETs about the
Induction procedure.

Step 2 :
Introduction Session with all HODs

Step 3:
Detailed Induction with all departments

Step4:
Submission of Induction Report to HR

Step 5:
Allocation of Line to GETs

Step 6:
Specific Projects are given to GETs

Step 7:
Weekly Progress Reports are taken from GETs

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Step 8 :
After the end of one project another project is assigned in
consultation with HOD of Production.

All the GETs are bonded together by the HR now and a feeling
of acceptance has been created in them.