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Successful organization development (OD) interventions are because of data-driven methods that rely on information technology. It focuses on targeted developmental feedback to drive leadership and managerial effectiveness, self-directed learning, and tools to encourage culture.
HR teams utilize technologies to provide personalized, compelling, and relationship-based experiences to offer human-centric employee experiences. The shift in data, the dynamics in a workforce and marketplace are transforming the existing and future organizations and the practices of OD.
Here are three main practices in HR technology and organization development:
Virtual Assessment Center
Virtual assessments can increase HR’s reach and effectiveness. This can happen by developing a virtual assessment center (VAC) that leverages emerging technologies to allow participants worldwide to take part. It will enable viability, affordances, challenges, and opportunities of the latest technologies to use in a VAC and provides a report on how a virtual platform used to conduct a global business simulation helps leverage big data for individual and team evaluation.
Performance development is one of the fundamental factors, and the need for coaching as a management development activity to help in organizational transformation is increasing. For the continuity of a long-term change, the investment and effort need to be focused on coaching, mentoring, and counseling. It is also beneficial to understand the relationship among the coachee’s feedback receptivity, learning foal orientation, and development self-efficacy.
Employee engagement has a direct relationship with the result, and the behaviors influence the surrounding. An engagement survey aims to analyze the connection with the mission and objectives of the company. This reduces staff turnover, optimizes productivity, and helps retain customers at a higher-level rate, making more profits.