Organization development is the theory and practice of change in the beliefs, attitudes, and values of employees in a planned way for a specified period. This development is carried out through training and development programs for the employees to allow them to have a better understanding of the organizational goals. The overall objective of organization development allows the company adapt well to a dynamic and fast-changing external environment. To get some more clarity on this topic, I interviewed the Human resource manager of Tixes Asset Management Company. Tixes is a fund management company that deals with the management of pension funds for other companies, unit trusts, and other investment products for clients and it has been in existence for over twenty-five years. I decided to interview Mr. Brown to get a practical understanding of organization development in an actual organization. Mr. Brown is tasked with the roles of the human resource including recruitment, rewarding and compensation, staff benefits, training, and development, workplace relations and management of employee’s code of conduct.
Question 1: Describe your style of management style in line with organization development?
Answer: I usually delegate responsibilities to my team. People need to develop and grow as individual and delegation of responsibility provides a platform for them to handle challenging situations and develop new skills. I believe in teamwork, and each member should be precise in his or her role. Further to this, I insist on real-time feedback on assignments, when feedback is received in time the more effective it is.
Delegate your assignment to our experts and they will do the rest.
Question 2: What experience do you have concerning organization development?
Answer: Well, I actively participated in the development of an e-training system for my Organization. This platform is usually updated to keep track with the ever-changing industry. Employees can always access this system and update themselves to new products and policies within the company. I usually organize seminars with all the stakeholders in our industry and allow our employees to attend just to equip them with the ever-evolving changes in our business.
Question 3: How do you organize, plan and prioritize your work and how have you imparted the same to the employees?
Answer: Well, in an office setting it is paramount for one to organize his day. My solution to this is where I came up with a standard document to be used in the organization and referred to it as a DILO (day in the life of). The document is divided into hours where the employee lists all the work he intends to do in a day and sends shares it with his supervisor. A review of the document is done daily to assess how much has been accomplished; This has been very helpful to me and the organization at large as it allows us to have more focus on our work for a particular day.
Question 4: How do you handle underperformers in your company?
Answer: As the HR one of my primary roles is performance evaluation of staff. I organized training for management and head of departments on coaching skills. Underperformers are now enrolled in coaching programs overseen by their immediate supervisors, this has dramatically assisted them to turn around and even produce an exemplary performance.
Question 5: How would you describe your role in the overall organization strategic objective and business growth?
Answer: The overall objective of every company is the growth of revenue. My participation in this is to ensure maximum staff productivity. To achieve this, I formulated a performance management system, which involves goal setting, Performance appraisal, career planning and development, coaching and training, and eventually a reward system for top performers. That has wholesomely improved staff productivity and thereby growth of revenue.
