private sector view

摘要

There is already recognition in the HR profession that organisational development (OD) isn't an optional extra. It must be a well-considered and highly evidenced part of an organisation's strategic direction. Typical transformation efforts we've seen over the past decade may result in a change of procedures, structures and systems. However they rarely deliver lasting, sustainable change in organisational effectiveness and improvement, which is at the root of real return on investment and long-term transformation. This is where strong OD comes in.