Organizational Development practitioners use data when assessing an organization`s need as a forage for the consulting relationship. Data is not only used as a source of initiating dialogue between the client and a practitioner on different issues such as a difficult team, individual and organizational issues but also as a means to problem solving. Organization surveys, focus groups and interviews, personality assessment and process observations all rely on collection of data. Data is collected through questionnaires, interviews, performance records, company documents and focus groups. Organizational Development practitioners use data to advise the consulting process and provide a means for probing deeper into a condition or tracing advancement and improvement over time. Therefore, through data, change is initiated, energy is created and issues uncovered.
The types of data required to design a state of the art performance management system include organization strategic plan, unit`s strategic plan, job description and individual and team performance. When collecting data on an organization`s strategic plan, there is a need to include: the overall organizational mission, vision, goals and strategies. On the other hand, when collecting data on a unit`s strategic plan, there is a need to include the specific mission, vision, goals and strategies relating to that unit. Data relating to the job description should entail the tasks, knowledge, skills and abilities of the employee, whereas, individual and team performance should entail data on results, behaviours and development plans.
In conclusion, Organizational Development practitioners use data when assessing an organization`s need as a forage for the consulting relationship, a source of initiating a dialogue between the client and a practitioner and as a means to problem solving. The types of data required to design a state of the art performance management system include organization strategic plan, unit`s strategic plan, job description and individual and team performance.
References
Aguinis, H. (2008). Performance Management (2, Illustrated ed.). New Jersey: Pearson Prentice Hall.
Waclawski, J., & Church, A. H. (2002). Organization Development: A Data-Driven Approach to Organizational Change (Illustrated ed.). Newyork: Wiley & Sons.
