Organization Development: The Process of Leading Organizational Change - Literature review Example

The paper "Organization Development: The Process of Leading Organizational Change" is a wonderful example of a literature review on human resources. Organizational Development (OD) and Human Resource Management (HRM) The paper analyses the impact of Human Resource management and organizational development in managing a workforce. Human Resource Management is a strategic and coherent approach to the management of an Organization’s most valued assets and the workforce, which contribute to the achievement of the objectives of the business.

Organizational Development is defined as the strategy intended to change the beliefs, attitudes, and structure of an organization so as to adapt better to new technologies and challenges (Cheung-Judge & Holbeche, 2011). The research will look at the ways in which OD and HRM can be used in an organization to ensure new ways of working, encourage workers to consider management as partners rather than opponents. “Us and us,” rather than “us and them,” to work smart using new technologies like division of labor to maximize organizational investments and effect at achieving the organizational strategic goals.

Keywords: Organizational Development, Human Resource Management, Technologica; Innovations, and Workforce Organizational Development (OD) and Human Resource Management (HRM) Introduction It also involves organization reflection, improvement, planning, and self-analysis. Human Resource Management has defined as both academic theory and business practice techniques of managing a workforce of the business. Human Resource Management aims at achieving more efficient and effective job performance and increased worker motivation since according to Henri Fayol workers function more effectively when the management is more efficient (Cheung-Judge & Holbeche, 2011).

This is because the workers are human beings and every human being has needs and the management should ensure basic needs such as food and shelter are met for high performance in the organization to be met since no human being can work efficiently when facing food or shelter problems. For better performance and effectiveness in any organization, human needs must be met first (Griffith, 2006).