PDF of this item - The Institute for Employment Studies

More documents

Recommendations

Info

44 The HR Agenda for 2010Our research suggests the answers lie in upskilling and resourcing managers to haveplanning conversations with their employees. Better informed and educatedmanagers hold out great potential to deliver a win:win situation of:■ employees understanding their options and able to deliver on them in a way thatgives them financial security and the mix of work and leisure they require in laterlife■ employers able to retain and access a skilled, engaged and experienced labourpool to the benefit of their business.If you would like to talk further about dealing withthe issues raised in this article then please contact:Duncan BrownDirector HR DevelopmentT: 020 7470 6160E: duncan.brown@employment‐studies.co.uk
The role of organisational development (OD) post recession 45The role of organisational development(OD) post recessionISSUE9Valerie Garrow, Associate DirectorOver the past year many of us have come to experience first hand something aboutchaos and complexity. What most of us knew as a butterfly flapping its wingscausing a tidal wave on the other side of the world was illustrated powerfully in thesorry saga of the sub‐prime loans. Since then household names such as Woolworthsand Royal Doulton have disappeared, once revered bankers such as Sir FredGoodwin have been vilified, and ridiculed and the City has been shaken to the core.As if that were not bad enough, we have simultaneously experienced a crisis in ourpublic institutions with widespread disbelief that tax payers money is spent onmoats and duck houses and a suspicion that we were taken to war on shakyevidence. But what has all this got to do with organisational development (OD)?We have heard a lot recently about systemic failure, which suggests that the blameresides in the wider system rather than with individuals and we have reached apoint where our organisations and institutions now have a major task in rebuildingcustomer, employee and public trust. It is time for some serious OD, taking a wholesystems approach to shift cultures that have enabled some of our top people toremain blind to risk and bad practice. Frog Theory suggests that if you put a frog in apan of boiling water it will jump out immediately; if you slowly heat the water it willsimply sit there and cook. One of OD’s principle roles is sometimes to shock thesystem into action.In 2009 IES published Fish or bird? Perspectives on Organisational Development, what wemight call an ‘inquiry’ into contemporary organisational development (OD) practicein the UK. One of our key findings was that OD practice is highly contextual. It issensitive to specific organisations, industries and environmental conditions and isdeveloped through relationships. OD practice may look very different in differentcontexts.
Page 1 and 2: theHR Agendafor 2010ten top trends
Page 3: ContentsIntroduction 1Issue 1: Work
Page 6 and 7: 2 The HR Agenda for 2010Issue 3: Th
Page 8 and 9: 4 The HR Agenda for 2010Workforce p
Page 10 and 11: 6 The HR Agenda for 2010Eight steps
Page 12 and 13: 8 The HR Agenda for 2010Many source
Page 14 and 15: 10 The HR Agenda for 2010These are
Page 16 and 17: 12 The HR Agenda for 2010Staff coul
Page 18 and 19: 14 The HR Agenda for 2010Direction
Page 20: 16 The HR Agenda for 2010acquire. S
Page 23 and 24: Leadership: engaging the 'teenies'
Page 25 and 26: Leadership: engaging the 'teenies'
Page 27 and 28: Refocusing coaching for the upturn
Page 33 and 34: Managing talent in tough times 29So
Page 35 and 36: Performance and reward management b
Page 41 and 42: Managing older employees: act your
Page 47: Managing older employees: act your
Page 51 and 52: The role of organisational developm
Page 53 and 54: The role of organisational developm
Page 55 and 56: Transforming HR for the future 51Th
Page 57 and 58: Transforming HR for the future 53De

PDF of this item - The Institute for Employment Studies

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?