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Od Competencies. ... These are the just a few of the basic competencies and their
characteristics that are used in determining an OD consultant. ...
... It seeks to build on the core strengths and competencies of an ... Understanding: OD
practitioners then seek to understand the underlying driving forces that led ...
... Once competencies and positions are found in the database, they can be quickly ...
ebpo.in/ind/utils/sani/sani.html http://humanresources.about.com/od/training/ UOP ...
... The average number of overlapping competencies are 2 which allows for a clear ... All
HR processes barring 360 Degree feedback and OD interventions have been ...
... This activity will increase employee competencies. ... Retrieved March 26, 2007 from
http://humanresources.about.com/od/glossarye/a/empowerment_def.htm Unknown ...
Submitted by getithowuliv62 on April 28, 2008
Category: Business
Words: 1968 | Pages: 8
Views: 69
Popularity Rank: 105,383
Average Member Grade: N/A (Add a Comment / Grade this Paper)
How to Decide OD Consultants Competencies
The process of choosing the correct Organizational Development consultant for a particular company can be very stressful and time consuming. Many factors may come into play such as are they detailed, how is the consultant known (good or bad), and how do their specific skills fit your companies needs. All of these are questions a company should ask and research when looking for the proper Organizational Development Consultant. Research has shown several methods on how to get the right fit for your company and I’ve narrowed down eleven of the best ways for a firm to choose their consultant and this is what was found.
The first competencies that a company should look at when selecting an Organizational Development Consultant is whether or not they have the necessary skills required for the job the client needs completed. All consultants vary in skills and their skill level so it is important to look into their skills thoroughly because if someone seems overqualified and they aren’t well known then it may be too good to be true. The second competency to look for is whether the consultant gathers complete and accurate information on the problem (Consulting Process in Action). Good things to look for in a consultant are do they apply affective questioning, observation, and feedback processing skills. How do the OD consultants analyze the data collected and interrelate it to quantitative, descriptive statistics such as means and coefficients using numerical data (OD and Change pg. 126), or qualitative, theoretical analogies of a problem (OD and Change pg. 123), information about the clients company. When this practice is done by the consultant it determines the types and amount of data needed for the appropriate collection process, which means the better the collection process is done by the consultant the better results will be. After this is done the consultant should assist the client in...
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