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HRM Functions CONNECT TO Organisation Development

This record analyzes on the role of Individual Source of information Management (HRM) and Organisation Development (OD) on are appealing to and retaining personnel and downsizing. Organisations are realizing the value of managing their recruiting (HR) as effectively as you can. As everyone and organizations are constantly going through change, it is vital to devote considerably more time, attention, skill and effort to have a competitive edge. Additionally, with the surroundings becomes more global, managing people also becomes more difficult, more unstable and uncertain and even more subject to quick change and delight. Therefore, the need for a change procedure for organisation development (OD) supports improvement of the organization specifically its value in helping organisations learn how to develop their capacity to continuously adapt to changing market and public conditions.

Discussion about the two 2 issues is elaborated in various headings. The advantages of the survey will include the research background, the restrictions of the record, the options and methods in data collection and the survey organisation. Next, the survey will give a synopsis on the HR & OD methods and how the HR & OD are integrated in the discourse issues.

Following by the first issue on the dialogue attracting and retaining personnel, further elaboration of the issues faced methods of HR and OD in getting staff and retaining. The obstacles includes providing a fair rewarding system, interesting work and selecting on permanent fit. Next, methods such as creating workplace branding and job development opportunities will be explained. Next, merges, reengineering, acquisitions and strategic partnerships are some reason that lead to downsizing. The challengers that HR & OD experts face includes dealing with to the laid off employees and layoff survivors, solutions to get the drive and trust back from the employees such as concentrate on job development and Re-emphasize the Quest, Vision, Worth and Goals which will be explained.

Lastly, the report will further assess the importance of HR & OD understanding and support techniques to improve an organization's capacity to apply change in healthy and least destructive way.


The Research Background

The purpose of this record is to critically analyse the way the core Human Resource (HR) Management functions link to Organisation Development (OD) and its own methods. The topic was explored and broken down into main headings with a debate which will be strengthened by sources from credible creators which will give the reader a specific and precise overview of the importance of Human Tool Management and Organisation Development integration

Limitation of the Report

This article has been collaborated to highlight how the center Human Source Management functions web page link does to Company Development and its methods. Because of the restricted research, the amount of information available is nominal. There were a variety of information provided by the writers.

The Source and Methods of Data Collection

All research materials used has been sourced from accredited creators. The Murdoch School Library, National Library, associated journal repository and reports articles abstracted from web was utilised to source the material.

Human Source of information and Organisation Development (HR&OD)

Human Source of information Management

HR management have customarily fulfilled two primary roles, that are administrative and operational-handling transactional activities. Many of these processes were designed to ensure that things run properly for the company, while at the same time ensuring that individuals got a fair deal, were effectively rewarded, had the ability for personal development, were happy and determined at work and were well been able. Most HR functions try to add value to their organizations. They want to be productive and effective in their transactional duties, in return, contributing strategically to the success of the business enterprise. Therefore People Capital Theory looks for to explain increases in size of education and training as a form of investment in recruiting (Nafukho, 2004).

Organisation Development

Organisation Development (OD) is the process of improving the organization all together. It is an effort planned, organisation vast, managed from the most notable (Beckhard, 1969). Your client and consultant work together to assemble data, define issues and determine the right solution to the existing problem. The Organisation must understand the existing situation and identify opportunities for change that will meet up with the business targets. Therefore for an company to enter the data overall economy, it is vital for them to review their training and development to a broader aspect (Bryans, P. & Smith, R, 2000). The whole process is carefully prepared and integrated to benefit the business, its employees and its own stakeholders.

Reasons for HR&OD integration

With an ever changing workforce, employees expect more from a day's work than a day's pay. Therefore, a powerful organization must have the ability to meet today's and tomorrow's challenges. Adaptability and responsiveness are crucial to endure and flourish. HR & OD must become interactive and interdependent in order to have a positive effect on the organization

A professional human resources management must blend with organisational management since when the tool is effectively applied, the results are profitable for the individual, organisation and society most importantly (Nafukho, 2004).

While the utilization of OD offers HR a competitive benefits, it also give attention to designed change to promotes organisational learning and effectiveness for the good thing about the company Using the strategic link between OD and HR, both functions find regions of commonality working mutually, collaboration, and imagination can surface and be put on needs of the business enterprise effectively. Thus, the integration will enhance the performance and capacity of the business and productive labor force.

Human Source Methods

There are several HR methods, naming a few of the countless methods are recruitment and selection, HR skills training, improving working lives, operational and staff relations.

Recruitment and Selection

The process of filling an organisations job vacancies by appointing new personnel. It's important to truly have a well-defined recruitment insurance policy in place, which may be executed effectively to get the best matches for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could grow to be costly errors for the organization.

HR Skills Training

The provision of work-related education, either on-the-job or off-the-job, including employees being taught new skills or bettering skills they already have. Employees must attain behavioural competencies skills essential to perform tasks and tasks. The development and training of employees contributes to effective development performance at lower costs with an increase of successful worker retention and motivational levels (Beardwell & Holden, 2004).


Remuneration occupies an important devote the life of a worker as it identifies their wages, salaries, incentives, fringe benefits and perquisites

Performance appraisal

An evaluation and review on employees on how to be better more encouraged, and finally more successful The task performance of the staff is reviewed and discussed in great depth in order to recognize advantages, weaknesses, opportunities for improvement, and skills development (North, A. 2006).

Improving Working Lives

With a healthy working and better balanced lifestyle for employees, the company benefits from a 'win-win' situation that results in overall higher efficiency.

Employee control over work can reduce stress and enhance desire and development. Several key results have prompted employers to find ways to give workers a greater sense of control, to boost health, production and morale (http://www. psychologymatters. org/karasek. html, utilized on 8 June 2010).

Employee Relations

Ensure that there surely is a good romance between the employees and the employers with the objective of increasing the productivity, morale and determination. Make certain the employees discipline and carry out adheres to the rules of the organization. Oversee that the issues of the staff are resolved and preventing such problems happening.

Organisation Development Methods

Interpersonal Intervention

It concentrates at bettering people's working romantic relationship with each other, using techniques such as T-groups, team building to improve employees' communication capability and interpersonal skill. Adding on with process assessment, conflict resolution, personal growth workshops, interpersonal skills and emotional intelligence training to comprehend, diagnose and improve their behaviour.

Techno structural intervention

A change program that focus on the technology and structure of company.

Change program such as Re-engineering in machinery, methods, and work process redesign.

The organisation establish a structural design towards more integrative and adaptable.

Downsizing to reduce costs and reducing the size of organisation.

Strategic intervention

It links the inner functioning of company to the larger environment and changes the organisation to keep pace with changing conditions. In addition, it intended organizational transformation

focusing on the cultural change, self-designing organizations and company learning.

HR intervention

Focus on employees tactics used to integrate new employees into the organisation.

It emphasises on better utilization of human resources by enhancing employees' morale, desire and dedication.

Some of the duties completed by them are face to face design, hiring and selection, performance management, incentive systems, employee wellbeing, multicultural training and instruction.

Attracting Personnel & Retaining Staff

Challengers faced by organisations

Due to global competition for staff and countries are proceeding towards a demographic lower in the working inhabitants, this implies a dramatic increase in competition for skilled workers.

Management may experience failing in effectively sourcing potential applicants during the recruitment process and this may affect the competitive edge as a result of inability to acquire skilled workers (Compton & Morrissey, 2002).

The procedure for attracting staffs is now increasingly more complex and the results of these operations is essential for the job performance and organisational success. It isn't no more than recruiting personnel to constitute the number but also the right person to do the right job as human being resource management is approximately getting the right visitors to work in the most beneficial way in the positions best suited to their talents (Torrington, 2005).

The positions that are hardest to fill and also have the best turnover are typically professional and other highly skilled roles including doctors, nurses, and child safeguard practitioners, teachers using disciplines, technical engineers and researchers.

Roles of HR & OD

As experts and facilitators in the areas of human behavior and organizational change, it is important for an company HR management team to recognize the human resources currently available, and forecast the recruiting needed to achieve the organisation's objective and objectives planned by the business enterprise planning team, which are the OD practitioners They work together create a performance management system that properly aligns specific and organisational goals. Whenever a change of proper direction is required, recruiting the right applicants is an important factor to boost the potential for success (Beardwell & Holden, 1994).

The Singapore Armed Forces (SAF) happens to be facing problem attracting and retaining its staffs. Many maintain a negative understanding joining the make as they view it as tying themselves right down to a relationship to the organisation. A relationship is usually between 3 to 10 years explained in the agreement, hence becoming an internal factor that deters people. In additional, although some feels that the salary structure is not attractive enough for them to commit.

When an employee is near to the end of its minimal term of service connection, which means they may be absolve to op for an early on release. Mostly select not to stay on credited to reasons such as personal endeavour to endeavor into the private sector, disappointed with the remuneration design, limited opportunities, working environment is too regimental and demanding etc.

When the company realises these hindering factors, collaboration between HR, IT and Money department is required to turn out with a delivering strategy to provide a steady method of support management clubs on attracting and recruiting staffs.

Creating Company Brand

An organisation's workplace brand and reputation go a long way in getting people. It's the collection of ideas and beliefs that influence the way current and potential employees view an company and the job experience that organisation is offering. The primary target is to make people feel more positively about the organization.

An example from the SAF, the HR management blueprints major events like the SAF Career fairs wide open house was held by the makes to showcase their technically advanced weaponry and technology functions become familiar with the first-hand home elevators military life, and emphasizing on its Perspective and Objective in ensuring region security. Assign recruitment officials to interact with the guests, by sharing their training life and activities in the drive, advice regarding the career schemes, software procedures, career progression and the scholarship and sponsorship techniques available.

An important indicate high light by the OD practitioners are on the tactical intervention with its vision and quest, event theme, design objectives expresses the clear way of the organisation is proceeding towards, revitalizing the pride and interest of the visitors to strive and protect the country, and at the same time making it a profession (http://www. mindef. gov. sg/imindef/news_and_events/events/2010/ACE_event. html, reached on 08 June 2010).

In order to join the force, picked applicants must undergo stringent medical check-ups, interviews by HR & mature management users, competency-testing and background screening process before last selection is made. By following these strict strategies prepared by the change agencies, it reveals the seriousness and regimental first impression of the SAF take great pride in in their working culture. Additionally, the ability to achieve competitive edge through people will depend in large part on the composition of the task force. This, is the function of who is hired, and exactly how they are simply developed, these factors will lead to who's maintained (Sturman, 2003).

Reward systems

The challenge therefore for organisations is to build up incentive systems that are recognized to be reasonable and equitable and distributing the praise relative to employee beliefs about their own value to the company (Ramlall, 2004). The HR practitioner determine on employees' shows and rewards them according to the reward system place by the OD specialist, with individuals having more control on their reward, at a simple level this can motivate, at an increased level can create self esteem and self worth. These raises may determine the rate of progression via an company (Farnham, 2002).

Career Development Opportunities

With more advanced weaponry and advanced technology, complex gadgets to use, employees are constantly being sent for training and exercise. Opportunities will always designed for employees who perform well and advised by its superior.

It will be seen as a learning possibility to get its palm on operating latest technologies, at the same time it functions as acknowledgement to the worker from the company.

Using a good example of the SAF, there are several abroad detachments training and exercise available, where new technology and equipments operating skills can be study from the

The top businesses understand the necessity for differentiated coverage frameworks. They understand that dedication and reciprocity are the basis for retaining high-value employees (Risher & Stopper, 2002).

Provide Interesting Work

Rewarding work is a key factor of whether employees stay in a job or leave. Employees will probably stay if their work has an impact and contribution on the business enterprise. Where rewards and remunerations are prepared by the HR management, OD experts are also able to create positioning between different activities, tasks and initiatives such as mixing up employees job with more interesting duties, providing additional skills development plan that provides employees an objective to work towards. Using a work process, it gives employees' expert and control over the task that they certainly. Thus it permits them to maximize engagement, possession and contribution to the company.

Hiring Associated with Vision

It is vital to identify what skills it will need to be able to meet its eyesight and goals. The HR manager and the change agent gets alongside one another to have an organisational medical diagnosis on the specifically related skills it'll need now and in the foreseeable future base. Therefore, it's important to base hiring decisions more on behavioural and cognitive talents than on technical skills and experience. With a correct mindset, employees will be able to blend in to the organisation culture with development of an optimistic, progressive, and high performance way of functioning, whereas specialized skills could be taught.

Good Work-Life Harmony

Key obstacles to establishing work-life tranquility in Singapore are workload, time, and a lack of support from senior management. The Management and change realtors should comprehend the behaviour and feelings of the employees and foresee the potential problem which may arise which might influence their morale and determination.

For a good example, as the planet Cup season procedure, change agents foresee the actual increase in medical leave and absenteeism among personnel as they capture the late night action on tv set, thus productivity is likely to go through. However, to keep the morale of the employers rather than hurting them emotionally, HR management can ensure balance between work and play during World Cup month insurance firms open communication channels such as organising happenings to view together as a business and be more versatile on the reporting hour (http://www. channelnewsasia. com/stories/singaporelocalnews/view/1062602/1/. html, seen on 11June 2010)


After analyzing the role of HR and OD in appealing to and keeping employees, it could be concluded that both HR and OD plays an important part in guaranteeing the organisational success, as the ability to achieve competitive edge through people will depend on in large part on the structure of the work push whereby creating company brand, prize systems, providing career development opportunities and interesting work were mentioned to provide solution for getting people to sign up for the organisation.

Next, in order to reduce turnover and increase retention, Companies must be able to identify whether turnover is triggered by external or internal factors. Regarding inner factors companies can do a number of things to retain staff. One of these an company can do is seek the services of the right candidates on a long term fit. Thus, making the recruiting and selection process very important

Moreover, employers must consider whether the employee shares their company's perspective and will adapt to their workplace. It will strive to regularly develop strategies that will make their company an employer of choice. Some strategies are providing interesting work that complements the abilities and hobbies of employees using their work assignments and give recognition and reward.

In conclusion, even though finding and keeping employees hasn't been easy, both HR and OD needs to remain positive on the difficulties ahead and not imprudent in making decision that will jeopardise the company health. Hence they keep a heavy responsibility as an organisation continuing success also depends on their potential to get and retain expertise.


The procedure for downsizing is one of the restructuring strategies used during troublesome economic times to reduce costs by lessening the size of the organization through personnel layouts, company redesign and outsourcing. Each one of these downsizing methods must be planned with a understanding of the organizations strategy.

The Need to Change

Market pressures force organizations to change rapidly. Management personnel pulls collectively and determines the amount of costs and bills that need to be reduced, and how much can come out of layoffs (Moore, 1949). Base on the organisational prognosis established by the change agents, the management create a total knowledge of the business goals and strategies. In support of those strategies, the mature management has a detailed plan on who'll be release, and who'll remain with the business.

Implementation of Downsizing

Employees who had been laid off

The time between an announcement and the genuine layoff should be as brief as possible concerning provide a clear view of the problem accessible without creating mass-panic. HR Managements are usually the one to declare the labels in the downsizing list, thus being labelled as the 'bad' person. Hence it is rather important to getting the process right and rather on the settlement benefits and severance purchase the departing employees, as staying labor force will be watching.

Employees who remained

During times of change and uncertainty, Thoughts play an important role and may be the most challenging obstacle for management to defeat in downsizing, but every effort should be produced to make terminations as even as possible, (Jane, 1977).

HR Professionals and change agencies need to understand these issues around change and support the employee in the organization through the downsizing experience. Under normal progression of change during a downsizing, the layoff survivors' People experience personal problems that range from disease, defensiveness, and low energy, lack of determination, difficulty concentrating, incidents, and interpersonal issue. Managers must be noticeable and accessible to the problem and work with the change agents on potential conflicts arising and the mental aspects. Hence HR & OD experts must change the appraisal, reward, selection, development, and communication systems to echo the new goals and targets of the downsized company somewhat than keeping those systems that indicate the old organisational form.

Focus on Job Development and Building Self-Esteem for Layoff Survivors

As a company's strategies change, the types of management competencies and styles need to change as well, and human being resource team is accountable for this position to assimilate training into the tactical planning process.

Layoff survivors come to mind that they don't really have the data and skills essential to do their new or broadened jobs. The HR and OD practitioners has to require an study of the key competencies and skills as they relate to the vision, to be able to make sure them their value to the company, at the same time, they experience self-security and high self-esteem.

With less job security, the best praise an organisation can give an employee is transferable skills (Marchington & Wilkinson, 1997).

Re-emphasize Mission, Eyesight, Beliefs and Goals after Layoffs

The vision for future years has undoubtedly altered or received new lease of life in the downsizing process. Therefore, Managers have to keep an optimistic view and associate downsizing with a obviously expressed vision of an desired future for the business, so that individuals feel strategically linked to the overall strategy and direction. This helps people give attention to progress and the future somewhat than on the layoffs, the downsizing and days gone by.


After inspecting the role of HR and OD downsizing, it can be figured downsizing is a fatal solution or otherwise. Utilised carefully by HR Practitioners and with planning from OD Practitioners, downsizing is definitely an organisational lifesaver, but when layoffs are being used repeatedly without a thoughtful strategy, downsizing can eliminate an organisation's effectiveness.

However, although downsizing can have damaging effects on those individuals on the negative side, it also creates huge opportunities for expansion and skill development for the rest of the employees. After a restructure, the employees can increase vertically and horizontally of their company. Such as mentioned focusing on job development and building self-esteem and re-emphasize the quest, vision, beliefs and goals.

Next, the company has to show care for the layoff worker, as they lose more than simply a job, they lose self-esteem and sense of financial security. Thus it's important to supporting employees understand and come to terms with the fact they have lost their jobs

Moreover, the survivors must fill the work load of these who left, in order to do so, it needs an accurate planning and swift execution from the management. Develop programs to assist and educate employees on new skills and capacity to handle increased amount of work.

Therefore, in order for an organisation to operate efficiently and progress from the downsizing effect, both role of HR & OD must be mindful of the consequences and collaborate to turn out a plan to minimise unwanted conflicts and dispute between your company and the employees.

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