Organizational Development (OD) is defined as the process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions that apply behavioral science concepts. OD emphasizes both macro and micro organizational changes: macro changes are intended to ultimately improve the effectiveness of the organization, whereas micro changes are directed to individuals, small groups and teams. For example, many organizations have sought to improve organizational effectiveness by introducing employee involvement programs that require fundamental changes in work expectations, reward systems and reporting procedures.
The HR professional involved in an OD intervention is required to function as a change agent. Facilitating change often requires consulting with and advising line managers on strategies that can be used to effect the desired change. In today's changing nature of HR, the HR professional may also become directly involved in carrying out the intervention strategy. For example, he/she facilitates a meeting of the employees responsible for planning and implementing the actual change process.
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