Organisational development (OD) is different from human resource management (HRM).
HRM (or just HR) is the discipline that defines what management should do to get the best from their people across the employment cycle. This is shown as a cycle from when an employee enters a firm at recruitment and leaves at termination.
This employment cycle, managed by HRM, sustains a status quo and evolves central HR activities. It aims for an established state of affairs to realise certain organisational outcomes like turnover, profit, safety and quality.
Organisational development, on the other hand, contains all the management activity that causes change to that status quo. This is shown below.
OD begins with the development of strategy – the mission, values and vision of the organisation - and goes on to define the various activities needed to achieve those.
The ultimate outcome of OD is change that in turn yields achievement of the strategy. Once change is embedded, HRM takes over to stabilise outcomes.
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