Most enterprise HR does not have the ability to do organizational development, and lacks OD knowledge and skills. They are more focused on recruiting and human resource management. However, with the needs of business development and the increasing competition in the market, organizational development (OD) has become an integral part of many enterprises as a key strategic tool.
First of all, OD is a specialized discipline that requires in-depth theoretical knowledge and practical experience. HR's responsibilities are mainly to deal with employee recruitment, training, performance management, etc., which are not the same as the core ideas and methods of OD. HR training and education focuses more on integrated management theories and skills, while OD emphasizes ways to change and improve organizational performance. As a result, most HRs do not have professional training in this area and lack the professional qualities and competencies required for OD.
Second, the positioning and role of HR within the organization does not fully align with the work of OD. HR is often seen as the administrative support department of a business, which is responsible for handling day-to-day administrative matters. OD, on the other hand, is primarily concerned with the change and strategic development of the organization, and requires working with senior management to develop and implement the strategic direction of the organization. Most HR have a relatively low level of involvement in the organizational structure and decision-making level, and it is difficult to effectively improve and adjust the organization as a whole.
In addition, OD work requires a comprehensive and in-depth understanding of the organization's operations and internal culture. This requires HR to have a wide range of knowledge and skills, such as organizational diagnosis, change management, team building, etc. However, most HR's professional knowledge and skills are more at the level of human resource management, with relatively little understanding of the overall operation and development of the organization. As a result, they are not as competent and effective as professional OD practitioners.
Therefore, when enterprises carry out organizational development, they should consider introducing a professional OD team to ensure that the change and development of the organization can achieve better results.