Practicing Organization Development: A Guide for Leading Change: A Third Edition

HRD AUDIT AS AN OD INTERVENTION

In Pareek and Rao’s (1998) model of an HRD department, the objective of such a department was to facilitate learning and change in the organization. An HRD department must have learning specialists who facilitate change process. In the Pareek and Rao model, OD was conceived as one of the main tasks of the HRD department. It was suggested that OD functions be institutionalized through HRD departments. In fact, today most change interventions have been and are being made by HRD departments (as differentiated from personnel departments). Many HRD managers in India do undertake a number of OD interventions, such as introducing performance management systems, conducting training, career planning, and succession ...