Organization Development and Human Resource Management Report

This report delves into an organizational development plan for a UK-based company, 'X,' with 300 employees, focusing on addressing high employee turnover rates. The analysis identifies key challenges, including low job meaning and issues within the software development teams. The report explores the link between these challenges and turnover, emphasizing the costs of replacing skilled employees and the impact on productivity. Recommendations include implementing effective interview methods, competitive benefits and compensation packages, providing growth opportunities, improving working conditions, and offering flexible schedules. The report also outlines an organizational development process, including entry signals, purpose, assessment, action plans, interventions, and separation. Finally, the report acknowledges potential drawbacks of organizational development, such as administrative challenges, time consumption, and potential impacts on productivity.

Running head: ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE
MANAGEMENT
Organization Development and Human Resource Management
Name of the Student
Name of the University
Author Note:

1ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction..........................................................................................................................2
Discussion............................................................................................................................2
Problem Identification.....................................................................................................2
Link to turnover...............................................................................................................3
Recommendation.............................................................................................................4
Organizational Development Process..............................................................................5
Drawbacks.......................................................................................................................7
Conclusion...........................................................................................................................8
References............................................................................................................................9

2ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
Introduction
The following report mainly highlights about an organization named X which is based in
UK. The organization has a strength of 300 employees so that they can work in one of two areas
like intelligent products and development of software (Hoobler, Lemmon & Wayne, 2014).
Intelligent product is totally based on various kind of programs which are used for collecting and
structuring high value of data. Employees of this department can easily capture and provides its
data which is needed by client of this organization (Freedman, 2016). Software development
mainly requires proper development and delivery of required software of world famous brands. It
generally requires proper design and development of various system needed for merging,
analyzing and visualizing data. Intelligent product is mainly inclusive of various kind of product
like collecting market data, business intelligence and lastly financial data (PERSON & Boje,
2016). There is large number of employees which can work in intelligent products and can also
conduct telephone-based research to verify the data.
In the coming pages of the report, an idea has been provided regarding some of the key
challenges which are encountered by this organization X. A list of insight has been provided with
respect to key challenges encountered. A list of recommendation has been provided with respect
to challenges which
Discussion
Problem Identification
In the year 2015, the organization X was experiencing some issues with turnover. They
are unaware of the fact they are losing staff at much high rate (Lučkaničová & Oltra, 2014). The
fact needs to be taken into account that the overall voluntary turnover was around 80% of the

3ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
given value. It has ultimately resulted in a much higher value of cost for this organization as it is
very expensive in nature. The new training staff can result in losses in overall productivity this
organization X (Weston, Ferris & Finkelstein, 2017). It mainly tries to focus on the given
problem, the organization X started to focus on various university which is based in UK that is
needed for further research with respect to problem.
For software development there are mainly 90 employees which tend to work with people
about 10 for software development (Sanders, 2016). At the time of working with these teams,
they are mainly provided with much more related issues. Then the design problem needs to be
taken into consideration which is needed for dealing with present issues which are encountered
(Pahlavani & Azizmalayeri, 2016). Employees in various department are very much educated
and come up with a high level of education. They generally intend to offer long working hours
along with working on this day of the weekend (Lewis, Boston & Peterson, 2017). The
employees focus on compensating the earning salaries which are above the national average. It is
very much expensive for replacing the workers as they come up with good skills. Software
development team is mainly supervised by direct line of managers.
Link to turnover
Increasing both revenues and sales are very much related to various kinds of goals. So,
this organization X needs to have its own strategy (Lewis, Boston & Peterson, 2017). The
technique for each may be different but they need to be complement to each other. A proper
understanding of sales and revenue are very much related. It focuses on increasing sales and
revenue which will help in market along with optimizing the profit of the organization (Spreitzer,
1995). As this organization X is losing employees, they need to pay more for recruiting and
training new employees. It has ultimately resulted in lowering cost along with losses in

4ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
productivity. It is very much expensive for retaining the employees rather than replacing it.
There is large number of techniques or measures which are needed for keeping employees within
organization.
Recommendation
Company X should implement a large number of steps for improving their turnover.
Interview Method: Retention of employees mainly begins with the interview method.
Organization should focus on appointing employees who have required skills and culture for
fitting into the organization (Colquitt, 2001). If this organization is following a strict hierarchy
and a detection is done with respect to free spirit who does not require authorization. Then the
organization can easily lose that individual as a result of conflict with various managers. Else if
the organization follows a relaxed atmosphere, then the applicant can easily prefer a structure
which can frustrate the employee.
Benefits and Compensation: Organization X needs to make a survey on the industry so
that they can easily check the competitive range of salary. It also aims in providing a large
number of benefit which is provided for each of the package (Carless & De Paola, 2000). Apart
from this, organization X should focus on whether are common in nature and value of dollars is
appropriate in nature. HR-department should focus on maintaining an updated survey. It can
easily intend to offer a large number of methods which can aim in recruiting and retaining
employees. Same kind of procedure can be applied for raising.
Growth Opportunities: Organization should focus on retaining large number of
employees if proper opportunities are provided for employee growth. A proper track should be
done with respect to training, development and along with skills for the employee of

5ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
Organization X (Liden & Maslyn, 1998). A proper track must be there for all the courses which
need to be completed along with the scores. A proper reward needs to provide to employees who
focus on expanding skills and along with improving leadership skills. Organization X should
focus developing atmosphere where their employees can easily have a future, making more
likely to stay.
Working Condition: Organization X should carry out an inventory regarding the proper
understanding how much the equipment is obsolete and outdated. There is large number of
machine which is working in poor condition that can easily discourage the employees who want
to upgrade their skills. Apart from this, evaluation needs to do with respect to physical condition
on the premises. The areas of upgrade need to be improved and upgrade along with appearance
of door, windows and lastly carpet. It is very likely that employee will not stay in organization
which is about to run down.
Flexible Schedule: The issue of accommodation can be overcome by tackling flexible
scheduling. It is mainly inclusive of providing the proper kind of opportunity which is needed for
home in the periodic basis. Employees should be given ability to make choice with respect to
office hours. It can be mainly done with the help of parents where various children or adult or
even elderly parents. It can easily provide flexibility for this organization to be an attractive place
for work.
Organizational Development Process
Business Leaders of Organization X should focus on certain ways which can be used for
changing market along with development (Pahlavani & Azizmalayeri, 2016). It mainly focuses
on implementing a certain number of strategy with this organization X. Any kind of failure in

6ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
this model can easily become less relevant to customers along with losing revenues. There is
large number of organizational development techniques which has been designed in such that it
can assess information (Weston, Ferris & Finkelstein, 2017). It mainly focuses on adapting new
kind of strategies and effectively integrating new kind of methods. There are mainly eight steps
which this organization X should focus so that they can easily understand the organizational
changes.
Entry Signal: Entry signal can be stated as a flag of business leaders which helps in
viewing outside the organization X (Fraussen, 2014). It helps them in altering them to think
about the changes. An entry signal can also work like external in similar to new competition and
innovative solution. It can be done on some external factor like sudden flux or even negative
feedback of various product and services.
Purpose: The ultimate goal mainly checks the various kind of issues which are
encountered with the present issues (Gul, 2015). It is main step where the third party changes
which has brought for organizational development along with intervention. An influx of
complaint needs to be done for onset for moving into fulfillment center along with inexperienced
employees. It was ultimately focused on gathering all the required information. The ultimate goal
is all about developing a new kind of strategy which is needed for overcoming issues in the given
fulfillment center.
Assessment: It mainly focuses on gathering large number of information which has been
collected in previous step along with summarization of feedback (Siddiq et al., 2015) It is
provided on the kind of stakeholders and management group which is needed for review of

7ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
issues. Apart from this, it also helps in encountering various kinds of goals and budget for this
project.
Action plan: Stakeholders and leaders of organization X should develop a plan which is
needed for solving issues (Stary, 2016). In the matter of this new fulfillment center, a list of
demonstration can be done for understanding the lack of training program which is needed for
solving the issue.
Intervention: By the help of intervention, leadership focus on action plan and steps for
implementing the method (Hoobler, Lemmon & Wayne, 2014). Leadership should focus on
certain number of changes with respect to rolls in the change plan. It mainly focuses on certain
number of ways in which training can disrupt operation.
Separation: It is considered to be closure of this organizational development process.
Separation was mainly implemented by various third part changes (Freedman, 2016). The
method mainly begins from the process of stepping away from both organizational projects
which provide duties to other organization.
Drawbacks
There are some drawbacks of organization development in this Organization X like
Administrative Challenges: Organizational Development in this organization X can
focus on adding responsibility to both employees and managers for maintaining open
communication (PERSON & Boje, 2016). It mainly on evaluating the needs of Organization X.
Organization development trends in organization X focus adding elements of corporate culture.
It mainly focuses on managing the diversity in workplace and formation of work groups for
addressing the challenges.

8ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
Time-consuming: When this organization X focus organization development which can
easily become time-consuming and slow production (Lučkaničová & Oltra, 2014). A proper
survey cannot be done on the internal method along with waiting for feedback of the customer. It
can be focus on changes along with evaluation of logistic plan which is needed for improving
efficiency for overall growth of organization X. It can also result in slow down of organization X
to make changes and reacting to issues.
Productivity: Change in organizational development in Organization X can be
considered like a double edge sword (Sanders, 2016). In the first hand, it can bring huge amount
of changes which is all about drastic changes in this organization X. On the second hand, serious
workflow can easily result in slow down or even stoppage which can occur if any issues arise.
Conclusion
From the above pages, it can be easily concluded that this report is all about organization
development in organization X. Various kind of key challenges which are addressed by this
organization has been discussed in details. After that, certain number of reason has been
provided with respect to challenges. A list of recommendation has been provided for improving
the overall turnover of the organization X. A large number of steps has been discussed which can
be used for addressing the organizational development method. A list of limitation that is
drawbacks with respect to organization development has been discussed in details.
Organizational development can be considered to be ongoing method which is needed for
improving the production of the organization. It focuses on creating a large number of
atmosphere where employees of organization X can work smoothly. It can be easily used for
effecting the organizational changes. It can be used for improving some of the operations within

9ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
the organization. Some of the organization development methods are training, team building, and
rewarding performance.

10ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
References
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research, 31(1), 71-88.
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measure. Journal of applied psychology, 86(3), 386.
Fraussen, B. (2014). The visible hand of the state: On the organizational development of interest
groups. Public Administration, 92(2), 406-421.
Freedman, A. M. (2016). The Wiley-Blackwell handbook of the psychology of leadership,
change, and organizational development. John Wiley & Sons.
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Lewis, E., Boston, D., & Peterson, S. (2017). A Global Perspective of Transformational
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11ORGANIZATION DEVELOPMENT AND HUMAN RESOURCE MANAGEMENT
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