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DEVELOPMENT
(THE FUTURE OF HR)
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Need of OD at XYZ Ltd.
As for any OD Intervention to take place, the need for the same should
be felt by the management. The same happened with XYZ ltd. in this
year i.e. 2007.
Training System for GETs : At XYZ, all the GETs undergo a standard
procedure for their induction. The sytem is as follows:
Detailed Induction : In MSP, there are 3 main lines for the production
of BOPP lamination films. So the new GET will be spending 1 month in
all of the 3 lines to minutely understand the functioning of all the lines.
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Here he will document the learnings on to the computer which will
later can be used for making Induction Manuals.
PROBLEM REALISED :
3
It looked that the above system is very effective but a major problem
has been realized i.e. the GETs are leaving before the completion
of their training periods.
1. Problem is analysed .
2. Reasons were identified for the occurrence of the problem
3. Strategy/Action Plan/OD intervention is prepared to solve the
above problem
4. Evaluation that whether the problem is actually solved or not.
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iii) Monitoring them on weekly basis and taking weekly
reports
iv) Grade them as per their performance (Monthly Grade
will be calculated based on their weekly reports)
Step 1 :
All new GETs are welcomed by the HR representative and a
session is taken by him to tell all the new GETs about the
Induction procedure.
Step 2 :
Introduction Session with all HODs
Step 3:
Detailed Induction with all departments
Step4:
Submission of Induction Report to HR
Step 5:
Allocation of Line to GETs
Step 6:
Specific Projects are given to GETs
Step 7:
Weekly Progress Reports are taken from GETs
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Step 8 :
After the end of one project another project is assigned in
consultation with HOD of Production.
All the GETs are bonded together by the HR now and a feeling
of acceptance has been created in them.