HR Learner in Development

Posts Tagged ‘OD

While thinking about the culture of your organization may seem a no brainer, starting the conversation can be quite puzzling.

Culture, as dictionary.com puts it, is defined in part by  “the behaviors and beliefs characteristic of a particular social, ethnic, or age group: the youth culture; the drug culture”.  Every business, company, branch, department or any subsection of an organization has a culture of its own.  Thinking strategically, the organization’s culture should trump all other subgroups in a way that creates a coheisive culture for the whole.  Of course different branches or departments could have different ways of carrying out what needs to be done, as they should.  However, making a coheisive culture throughout is a bit more complicated.

But how is a company’s culture formed?  Following best practices, the culture should come out of the strategic plan for the organization.  If you don’t have a strategic plan, business plan, or other company goals, now would be the time to rethink your business strategies.  Take the time to understand your business and the needs of your clients. From there, you can determine what sort of people and what sort of behaviors fit within your organization.

Most of all, actions speak louder than goals. It’s great for a strategic plan to have lofty ideals of why the company was founded and where it’s headed.  It’s quite another for business leaders within the company to take some actions to bring those goals to fruition.

But honestly, does the strategic goal make sense?  I mean that in two ways.  First, does it set forth goals that fit with what your company is all about?  Does it address the needs of the organization and the services that it provides? It is important that these questions are asked not only once but on a continuous and routine basis, so that as the company’s need changes, so too will the goals change to fit it, along with the company practices. Second, do people know what the heck it’s trying to say. Strategic plans need to be clear, concise, and understandable to everyone.  Not only that, but the plan needs to be reachable by everyone.  Without theplans being widespread throughout the hieght and breadth of the company, there is no chance that the goals will actually be acheived in any manageable way.

So what kinds of actions need to take place to bring the strategic plan to life? These ideas can and should come from anyone who works in the company, but the final call falls to the leadership of the company. Just thinking, however, about all aspects of a business, the strategic plan should have a grasp on processes all throughout the organization.  The following is just a short list of the many which need to be closely tied to a company’s strategic plan:

Recruitment and Hiring Decisions

Retention Practices

Advertising and Marketing

Research and Development

Company Metrics

Promotion and Compensation Decisions

Learning and Development

Overall Policy Decisions

Of course I am missing many, but I hope to be able to touch upon many of these in future posts.  I have reviewed my Division’s strategic plan, framed it in work conversations, and analyzed it some more with additional reading on my own, and I wish to impart a little of what I have found.

The start of a blog is a new adventure for me.  I’ve never really done this before, so forgive my noob tendencies – I’m sure they will present themselves pretty frequently.  But the true purpose of delving into this world is for my own self-fulfillment.  I am a young professional, often getting too far ahead of myself, and I’d like a place to develop my professional voice, mindset, and overall share of thought.   My field?  Human Resources.  As a current Human Resources Assistant, I’m truely at the bottom of the barrel, but I know I am capable and can grow within the field.  My true interest lies in a mishmash of Training, Coaching, Talent Management, Change Management, and Organizational Development. 

Therefore, as I delve into learning more about the track that I am on, I hope that you, reader (if you exist) bare with me, pitch in when you want to give your two cents on a matter, and hopefully grow with me.  I hope to really bring some thought provoking ideas to this board, and I won’t stop until I have some solid information under my belt.  With the help of SHRM, ASTD, the Harvard Business Review, Professional Development courses and a massive library at my disposal, research is at my fingertips, and hopefully I can put something of what I learn to good use – if not for me, then for some reader out there without these resources.