NOVEMBER 2023HR TECH OUTLOOK8In My OpinionGone are the days when organizational development was purely about structural changes within a company. In a time where the American workforce includes four different generations, from Baby Boomers to Generation Z, the same tactics we've used in past generations of growing the business solely through process evaluation and improvement, innovation, and a keen focus on increased profit, just don't land the same way they used to. Today, companies must embrace the unique make up of their individual workforce and understand that the success of their organizational development initiatives must serve the employees just as much as they serve the company. Centering your company's OD strategies around the employees and leading them with an agile mindset will allow your organization to naturally achieve some of those old-school OD targets such as increased efficiency of processes, results, profit, and growth. As the Director of Training at a mid-sized company in a high growth period, I've worked closely with other members of the Human Resources team to help both develop and implement our organization development strategies that have helped to serve that growth. As I look back on our team's progress over the years, successes, and opportunities, these are my key takeaways to the outlook of organizational development. When it comes to OD, an important perspective for any HR professional to have, and to help their organization's senior leadership understand, is that organizational development is not a one-time project, but an ongoing process of adaptation. With `continuous improvement' as one of my company's core values, our team has set out in relentless pursuit of CXOInsightsTAKING AN EMPLOYEE-CENTRIC APPROACH TO ORGANIZATIONAL DEVELOPMENT IN THE MODERN DAYJessica Mente, Director of Training and Development, Royal FarmsByJessica Mente
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