Organizational Development (OD)

The functional area of human resource development (HRD) addresses the HR competencies of people and talent management while employing organizational development (OD) interventions where appropriate. This includes application of learning concepts at both an individual level and an organizational level. Training aligned with business strategies involves setting objectives that map directly to organizational goals. Some companies choose to compete through their training efforts, offering such to clients and customers and making it a revenue source that provides a regular return on investment (ROI). In a training needs assessment, an employer may wish to work backward by first identifying the desired skills, behaviors, or objectives of training, and then designing a program around those needs. There are many theories on how employees can be motivated to perform at their optimum levels; these theories are covered in greater detail shortly. At the heart of many motivational theories is the ability to truly understand employee and company needs.

Organizations may find the need to revamp the current workforce plan as a result of the changes in the market.  A strategic workforce plan cascades down directly from the company's strategic plan, goals, and objectives.  Vickers Institute will identify and analyze what your organization needs to achieve its goals, in terms of the size, type, and quality of its employees.  Our HR consultants will provide a formal workforce plan that aligns with your company's strategy.  Vickers Institute develops this plan by using supply, demand, and gap analysis.  Working with our experts will enable you to develop a strategic plan that will align with broader interventions designed to maximize internal strengths and minimize weaknesses.

  •  Assessing the current and future skills needs of the organization, assessing the skill sets of the current workforce,    and developing a plan to address the gaps

  • Applying leadership and motivation theories to improve employee abilities, increase job satisfaction, and meet company goals

  • Designing micro and macro interventions that address systemic conditions influencing organizational effectiveness

  • Developing training and knowledge management programs that support company short- and long-term strategies

  • Designing a talent management system that recognizes, rewards, and manages employee performance while addressing individual development needs and goals

  • Integrating repatriation programs into HRD activities to address the needs of expatriates

  • Managing knowledge programs and employees to retain key talent and minimize the impact of turnover

Strategic Planning

Organizational Development. Organizational development is a planned effort for a work group and/or the organization, managed by leadership and supported by employees, to increase organization effectiveness through planned change in processes and systems.

Organizational Development recognizing and creating a solution to 

Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.

​​Needs assessment​​

Succession Planning

 

Succession planning is the process of identifying and developing internal personnel with the potential to fill key or critical organizational positions.  Succession planning ensures the availability of experienced and capable employees that are prepared to assume these roles as they become available 

 

Strategic Planning

Strategic plan/goal alignment – The process of developing and implementing plans to reach an organization’s long-term goals and objectives. It is the roadmap to lead an organization from where it is now to where it would like to be in 3-5 years.

Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.

Our services include: 

  • Assessing the workforce supply and demand to identify current and future talent gaps.

  • Identifying and applying the factors of job design and work structure to improve employee productivity and employee job satisfaction.

  • Applying person-to-job and person-to-organization fit by designing effective recruiting, selection, and onboarding procedures.

  • Aligning staffing and people management strategies to company goals and objectives.

  • Examining the organizations business core competencies and make recommendations for outsourcing or third-party management.

  • Identifying any employer risk based on current labor laws.

  • Establishing relevant compliance programs to protect all stakeholders.

  • Using data from internal and external trends and metrics to drive organizational response plans.

Organizations may need to revamp the current workforce plan as a result of the changes in the market.  Vickers Institute will identify and analyze what your organization needs to achieve its goals, in terms of the size, type, and quality of its employees.  Our HR consultants will provide a formal workforce plan that aligns with your company's strategy.  Vickers Institute develops this plan by using supply, demand, and gap analysis.  Working with our experts will enable you to develop a strategic plan that will align with broader interventions designed to maximize internal strengths and minimize weaknesses.

 

  • Mission and vision development

  • Organization assessment and redesign

  • Process analysis and redesign

  • Role definition and negotiation

  • Strategic planning and goal setting

  • Work climate assessment

Our clients are the senior leaders and managers, those who design and oversee whole organizational systems. Organization Development helps clients implement and manage a wide range of change-related issues effectively and efficiently.  Through intensive processes of assessment, goal setting, and evaluation of organizational systems, we can provide leaders with the tools they need for comprehensive reflection and re-envisioning of their organizations.

Our services include: 

  • Assessing the workforce supply and demand to identify current and future talent gaps.

  • Identifying and applying the factors of job design and work structure to improve employee productivity and employee job satisfaction.

  • Applying person-to-job and person-to-organization fit by designing effective recruiting, selection, and onboarding procedures.

  • Aligning staffing and people management strategies to company goals and objectives.

  • Examining the organizations business core competencies and make recommendations for outsourcing or third-party management.

  • Identifying any employer risk based on current labor laws.

  • Establishing relevant compliance programs to protect all stakeholders.

  • Using data from internal and external trends and metrics to drive organizational response plans.

Plan

Plan

Plan

Plan

Plan

Regardless of how well-established your business is, every good leader has a business plan. The best plans are in an easily digestible format and usually fit a 3-5 year window. Every good business leader knows a plan is never complete, so it will undergo many iterations and optimizations within its lifespan to remain on course.

Require

Let your business plan dictate the requirements of positions and people that will help you achieve your plan. Literally map each position to your plan and outline the necessary skills, experience, and behaviors that someone, or an entire team, will need to succeed in a given role. Do not think about people already in these positions. Think strategically about the positions and what they will accomplish.

Hire: Create job descriptions that outline needed skills, experience, and behaviors, and create job ads that speak to ideal candidates. It’s important that you keep these job descriptions separate from the job ad. Your application and interview process should be well structured, too. Some businesses leverage talent assessment software to improve their chances of predicting on-the-job performance. Remember, personality and drives are just as important as skills and experience.

Inspire

In order for your plan to come to fruition, you need people you can rely on. They should feel ownership, purpose, and pride in what they do and a true understanding of how their role impacts the overall vision outlined by your business plan. Their managers should be equipped with tools and training to allow them to lead their teams better. Employees should be aware of how best to communicate and influence their colleagues, and your workplace culture should foster collaboration, teamwork, and unity toward your business objectives.

Results – Choose the key performance metrics that will help you determine if you are on track and measure them monthly. Although showing all metrics to your employees may not be possible, make sure you have some metrics that you can show your employees that will help them see the progress and health of the organization in relation to your plan. It’s also import to make sure you include some metrics that give a sense of how well the business is doing from a culture standpoint as well. For instance, at PI we have a “Place For Passionate Rockstars” metric on our investor reports that is literally a “yes” or “no” field, but it keeps us asking the honest question about how well we are doing in that area.

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