Diagnostics, needs analysis and organisational development

Over the past few weeks the CIPD members LinkedIn group have been involved in a poll looking at the employment 'state' of the profession, the results are not what many expected.

With over 500 people involved it is not a sample to be ignored.

Over the weekend I was asked why should a business blog? - this to me was an easy question to answer but it did spark a thought - why should corporate organisations encourage Blogging internally?

Now I am going to skip all of the competitive advantages and intellectual property arguments and come at this from the point of view that there should be internal blogs - by staff for staff.

What is a blog?

Performance Management - why bother?

The phrase performance management has been used for some time. Origionally developed out of "appraisals", Performance Management remains one of the consistently used 'methods' in the HR, OD and management field.

Recently the CIPD has conducted some research into performance management recently and the responses from 507 people are curious and leave the reader asking more questions than the research answered.

Organisational development (OD) is the label given to many HR and training related strategies, but it is more than that.

Bennis in his early work “Organizational Development: nature, origins & prospects” defines OD as:

“a response to change, a complex educational strategy intended to change the beliefs, attitudes, values and structure of organizations so that they can better adapt to new technologies, markets and challenges”

Last week I published an article on my blog on the topic Twitter the real brain friendly approach to informal learning, this article is one of my fastest read pieces and I thought I would share it with you and pose the question:

How do we manage the delivery of informal and informal blended learning in your organisation effectively?