Organizational development can influence other human resources practice areas, and those areas will also shape organizational development. First OD is a potential tool for dealing with how people are socialized into an organization. In this sense it influences transmission of cultural beliefs and affects recruitment and selection. Second OD is a potential tool for influencing the learning needs that people identify-thus affecting training. Third OD can help individuals plan their careers and help managers implement management programs. Fourth, OD is a tool for helping individuals deal with changes in organizational or work group structure, and changes in work methods and procedures. Fifth, OD influences the climate of a work group. In this sense, OD influences the help individuals receive when they face personal problems. Sixth, OD can improve negotiation and conflict resolution techniques and thus affect labor relations. Seventh, OD, serves as a tool to help formulate and implement compensation/benefit programs.
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Strategic Organizational Development.
It is important to distinguish between a strategic planning intervention and organization design in implementing organizational and human resources grand strategy. OD practitioners serving as process consultants, can facilitate how people interact in planning meetings. They help deal with 1.) How the group organizes itself to deal with a task; 2.) How the group members arrive at a decision; 3.) How group members interact with each other; 4.) How members plan for action.
It has been noted that managers at levels below top management have significant influence on strategic choice and implementation. OD practitioners can be used to 1.) Increase commonality of interests 2.) Reduce role bound behavior in favor of increased team work; 3.) Reduce hesitancy in proposing new ideas 4.) Creates common grounds for action; 5.) Improves coordination of organizational members during implementation.
