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Hrm 552 - Change Management Report

Autor:   •  April 13, 2018  •  1,033 Words (5 Pages)  •  595 Views

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OD Skills for Effective Training

Organizational Development (OD) can benefit training. This is mainly because the planning procedures of OD can help clarify what is needed for the organization. That is helpful when working on training. Because of OD it is suggested that training is better when the trainees take an active role in the training opportunities and training itself.

Using the Force-field analysis can be the beneficial technique for trainers. This technique says that any situation can be explained by sets of counterbalancing forces that hold it in place. (Blanchard, N., & Thacker, J. 2013). Forces that can influence group behavior economic factors, steroetypes and group conflict. Once forces have been identified strategies can be developed to reduce the forces and even overcome them.

In order for change to be successful, training needs to occur. There are three times when training is most important in the OD process, when the process has started. This will provide training about the change process. Then again after the OD process has been in place for a while to upgrade any knowledge, skills and attitudes (KSA’s) needed throughout the process. Finally when new employees are hired so that they get an understanding of the OD process as well as the KSA’s.

Legal Considerations in Training Development

When setting up training there are legal issues that need to be considered. One thing that needs to be looked at is that the training is fair and equitable. There can be no discrimination when providing the training. Making sure that everyone has the same training opportunities. Also when preparing training we need to look at Fair Labor Standards and ensure that we are keeping the training within the guidelines of labor laws. If the staff will working over 40 hours in a week because of training the overtime will need to be paid. It is very important that training is handled within the confines of legal considerations to help the organization.

Conclusion

Our company is looking to shift into a different direction to be more competitive. In order to do so we need to look at training to overcome resistance. We also need to be aware that organizational development will need to be discussed and implemented. All the while keeping into consideration laws and regulations to make sure that we are not violating them.

References

Blanchard, N., & Thacker, J. (2013). Effective Training. Pearson.

Tamilarasu, V. (2012). Change management. International Journal of Management Prudence, 4(2), 26-31. Retrieved from https://search.proquest.com/docview/1490677206?accountid=35812

Organizational development. (2013). In G. T. Kurian, The AMA dictionary of business and management. New York, NY: AMACOM, Publishing Division of the American Management Association. Retrieved from http://search.credoreference.com.contentproxy.phoenix.edu/content/entry/amadictbm/organizational_development/0

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