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Organisational development, like HR, is concerned with improving the performance of an organisation through its people. But its remit goes far beyond this, to incorporate structures, systems and processes – areas of the business that are generally beyond the boundaries of the HR function. Despite this, HR professionals are well placed to take on OD work – but to do so may mean a move out of their comfort zone and a change of mindset. More
The overriding objective for the HR profession over the past few years has been to escape its image as an administrative function – tied up in paperwork and bureaucracy – and reinvent itself as an indispensable strategic business partner. To some extent it has been successful. But it still has some way to go. In particular, it needs to find an accurate and reliable way of demonstrating how its activities and initiatives impact positively on the bottom line. More
