A topic from human resource management, Organisational Change and Development (OCD). Organisational development in Indian organisations.

1. BY ABISHEK.S
14MBA002

2.  Started in the early 1960s with a group of
Indian professionals trained at the National
Training Laboratories (NTL) at Bethel, Maine,
USA.
 Widely used in the Small Industries Extension
Training (SIET) Institute, Hyderabad, State
Bank of India and in the Indian Institute of
Management (IIM) programs in the mid
1960s.

3.  Beginning stage did not take O.D. to its
logical conclusions.
 In the mid-1970s, O.D. was first introduced in
India in Larsen andToubro as a formal and
structured part of the HRD department.
 It was expected that the change process
would get institutionalized and more O.D.
specialists would be developed but it was a
failure.
 OD remained mostly in academic institutions.

4.  ODTechnologies have originated in US.
 the fear or distrust of its techniques of
confrontation.
 unsuitability of the change agent.
 The change agent may be a member of
organization or an outsider such as a
consultant. An internal agent very well knows
the organization and have ability, knowledge
and experience of directing people for
changes.

5.  In the post liberalization period, every one has been
forced to seek change.
 The application of O.D. technology has increased.
 The following group get the recognition:
 Applied behavioral scientists
 T-group trainers
 HRD departments
 Multinationals in India
 Western education have also finally gained the
recognition in India

6. Following professional institutions had
strengthenedOD
 Indian Society for Applied Behavioral
Sciences(ISABS).
 Indian Society for Individual and Social
Development (ISISD).
 Indian Society forTraining & Development
(ISTD) and the HRD Network.
 Indian Institute of Management(IIM).

7.  Training – egThis was vividly demonstrated through
the experience of two O.D. Indian consultants,V.
Nilakant & S. Ramanarayan at Chemcorp, a large
successful public sector unit in the chemical industry.
 Action research – eg this was successfully applied in
The Indian Chemical Company (ICCL).
 Survey feedback - Indian organizations that use survey
feedback as a sensing instrument are Crompton
Greaves and Larsen &Toubro (L &T)

8.  HRD and HRD Audit- Perhaps India is the first
country to formally establish a totally
dedicated HRD (Human Resources
Development ) Department separated from
the Personnel Department with L&T leading
in this respect.The State Bank of India soon
followed.
* Role focused interventions
* Person focused interventions

9.  About two decades ago, there were only 1 or
2 organizations practicing the concept.
 Today, 1 out of 10 business organizations has
an O.D. department or facilitator, or atleast
has institutionalizedO.D. mechanisms.
 Trained O.D. consultants offering their
services for initiating and implementing the
O.D. effort are also now available.

10.  Even the voluntary, non-profit and public sector
organizations have realized the importance of
O.D. for their survival and growth.
 While the basic concepts and mechanisms have
been studied in the west, they have been altered
and developed to suit the largely relationship
driven culture of Indian organizations leading to
very favorable changes both structurally and
culturally in many of them.