Organisational Development, Change Management

The launch of the Organizational Development which sometimes only effect some areas, occasionally the entire company, is usually motivated by aims such as more effective utilization of the internal human resources and management attitude improvement. Our goal is to make the organisation of the client company capable of responding to challenging fluctuation more effectively.

The kinds of needs for Organisational Development are of a great variety, thus we always search for and elaborate a solution that suits the given organisation best, in cooperation with the customer's professionals. This method is fruitful in several respects. Apart from recording problems, giving advice for improvements and the devoted implementation, the result is a well integrated team with a good problem solving ability.

It is not solely about the individual personal development of the members of the team, the participants' relations, effect on each–other shall equally be taken into account. The conscious, calculated Change Management influences the organisational culture, human systems, behaviour, and through the human decisions and actions, it also effects on the results.

We start the process of Organisational Development with thorough preparations, through which the goals and frameworks are outlined. We determine what the necessity of restructuring the organisation originates from, as the direction of the Organisational Development may only be marked after the clarification of the issues that have to be resolved; the "WHAT" and the "HOW". It is highly important that our professionals are acquainted with the virtues, resources, processes, communications, liability circles of the company and that they are familiar with the inclination for change.

After determining the goals of Organisational Development comes the Organisational Diagnose, by which the actual state of the individual organisational units is mapped (document analysis, observation of organisational procedures, structured interviews, surveys). By this, we gain an impression of the relations, and the quality of relations between the employees, the integration difficulties, customs to follow, rules and the hidden potential in the members of the organisation.

After this, the planning and implementation of the intervention take place, that may extend to the entire organisation or be restricted to smaller groups, but may also mean personal development. A wide range of methods is at our disposal: setting up workshops for future–calculation or cooperation–improvement, establishing strategic work–teams, organisational culture development, change management, team building trainings for the leaders and subordinates in work relationships, groups of a mixed culture, skill improvement trainings and coaching.

The Organisational Development finishes with the follow–up phase, during which we monitor, analyse and evaluate the changes.