Organisational Development

Example Job Titles: Director of Organisational Development (OD), Talent Development Director, Head of Organisational Effectiveness, Executive Development Head, Leadership Development Manager, Management Development Head, Director of Change Management, Director of Organisational Transformation.
Definition: Out of all the HR specialisations Organisational Development (OD) is the most difficult to define as a singular concept, as each company and each individual will approach the discipline differently. Put at its simplest, OD specialists apply techniques derived from behavioural science theory to effect cultural changes in an organisation. This can be achieved by putting into place long-term strategies that help improve factors such as performance management, succession planning, leadership development or organisational communication. Or it could be through one-off OD ‘interventions’ that help progress organisational culture or facilitate more drastic changes. To some, OD represents HR at its most nebulous and impractical. But when closely linked with the task of changing an organisation around specific business needs, OD can represent the ultimate in HR’s power to add strategic value to the business.
Suitability Factors: OD is often fused with the specialisation of Learning & Development, as the development of an organisation often overlaps with the development of its staff competencies. OD in its purest form however is different in that it cannot be ‘home-baked’ - it requires both theoretical and practical experience in industrial psychology. We have seen a growth in OD-related roles across Asia Pacific Japan over the last few years, but it is still a relatively new specialisation in the region. For that reason a significant number of roles that The Chapman Consulting Group sees that profess to be 'OD' are in fact a mixture of OD, talent management and Learning & Development.

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