Organisational Development

Organisational Development is a planned, systematic approach to improving organisational effectiveness – one that aligns strategy, people and processes.  

Achieve the desired goals of high performance and competitive advantage, organisations are often during significant change. Often inspirational vision for the organisation gets created by a few and then thrust upon the many. Too often, this results in these change initiatives ending in a successful change of procedures and structures, but less sustainable change in ways of working, culture and effectiveness. organisational development (OD) is a specific perspective and area of expertise which speaks to this challenge.

One way of defining organisational development is as a systematic approach to improving organisational effectiveness – one that aligns strategy, people and processes.

Organisational development can enable an organisation to be ready for the future by taking steps which create an environment that allows employees to understand, embody and deliver the organisation’s objectives. OD involves both “hard” issues – strategy, policies, structures and systems – and “soft” issues those that develop appropriate skills, behaviours, attitudes, culture and a style of leadership that will enable organisations to deliver optimum performance. To avoid conflict between organisational goals and needs, it is imperative that both these issues are addressed.

The key distinctive feature of an organisational development perspective is taking a holistic focus; paying attention to how what is done in one part of the organisation impacts on another. As more and more practitioners and clients are paying attention to the value that OD can add to their organisations, we are working with them to build their capacity and confidence in taking an OD perspective and developing OD expertise.

Our services:
» Organisation Health Survey.
» Organisation Restructuring.
» Compensation and Benefit Survey.
» Assessment Centres.
» Formulate Performance Management Systems.
» Formulate HR Policies & Process.
» Employee Engagement Initiatives.
» Moral up Initiatives. 
» Human Resources Advisory Services. 

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