OD-HRD interventions for creating a learning organization: my experiences and reflections as a change agent

Abstract

Organizational Development (OD) interventions are designed to help members of anorganization to get in touch with external and internal reality of an organization so thatthey adopt and change the behaviour, which ensures survival and growth of theorganization. A learning organization facilitates individuals and teams to learn aboutoneself, beliefs, values and mental models at the individual and department levels, teamworking, vision and values of the organization, and systems thinking as suggested bySenge (1990). In this paper we examine how various OD interventions such as creation ofspace for reflection in training systems, image sharing, assessment centers and systematicevaluation of training systems facilitate creating learning organizations. The paper sharesauthor’s experiences and challenges of using OD-HRD experiences for creating learningorganization as an external as well as internal change agent.