Showing posts from March, 2015

HR and OD - 15 Year Check-In

The relationship between HR and OD (the original field devoted to organizational change) has long (over 30 years) been an interest of mine.
For the past 15 years of blogging, I have written about their relationship several times, especially one post in 2005 (Why HR and OD do not get along) and another in 2010 (What does the future hold for HR and OD).

Since we are again at a five year mark, let's check in and see how HR and OD are doing.

Where do things stand today?

Both HR and OD have continued to evolve.

HR is incredibly differentiated. People in Benefits, for example, are practically in their own field now with the dramatic changes going on. The area of Employment Law has continued to mushroom such that many in leader level HR roles are attorneys now.
Talent Management has taken hold as the new paradigm that links the HR processes together. And Automation has caught on in HR especially in self-service and in talent acquisition.

And the professionalism standards in HR have con…