HR and OD convergence

Comment

Comment by Erik Monsen on October 22, 2008 at 7:22am

From my perspective, "strategic HRM" could be a modern day synonym for OD. This reminds me of a 1974 (!) review article on OD by Friedlander and Brown, who define OD as the bridge between human-process elements at the individual level and technological-structural elements at the organizational level. Thus, by adding strategy to HR, you are on the road to reinventing OD.

Friedlander, F., & Brown, L. D. (1974). Organization development. Annual Review of Psychology, 25, 313-341.

Comment by Cam Caldwell on August 7, 2008 at 3:51pm

Colleagues:

My perspective as a management consultant, an HR Director, and a municipal manager was that HR and OB/OD converge in their organizational applications.

That perspective seems to be implicit in the work on strategic HRM (Pfeffer, Huselid, et al.). Is there anyone who takes an opposing perspective?

To suggest that HR does not converge with OB and OD implies to me that HR is somehow restricted to police or process roles. Am I missing an insight?

Cam Caldwell

Comment by Madhavi Mehta on July 3, 2008 at 7:25am

As an academic & consultant in the field of HR & OD, I think, it is nice to have such a group that looks at the convergence of the two. look forward to see the group's posts & discussions

Comment by Wes Harry on June 30, 2008 at 2:57pm

As a manager and consultant I see OD (like James I mean O Design) as a foundation for effective HRM.

Comment by Theresa M. Welbourne, Ph.D. on June 5, 2008 at 12:12pm

Great idea for a group. I'll Chris Worley at USC.

Comment by James Hayton on June 5, 2008 at 12:09pm

Hi Mino, I will be interested in how this group evolves. We have just integrated OD (as in Org Design rather than org development) into our HR class for the MBA program here at Bocconi. I will look forward to hearing what others are working on in this area.