Project Report on Organization Development at

Sysomos solution

Objectives
To increase the level of inter personal trust among employees
To increase employee’s level of satisfaction and commitment.
To confront problems instead of neglecting them.
To effectively manage conflict.
To increase cooperation among the employees.
To increase the organization problem solving.
To put in place process that will help improve the ongoing operation of the
organization.
To study the issues and challenges of organization development while
undergoing changes.
To understand the concept of organization development and its relevance in the
organization.

Introduction on Sysomos solutions

Sysomos focused primarily on monitoring and analyzing everything that is said

in social media. Sysomos main aim to follow three steps for developing Human
Resource Management, they are Global connections, Promotion Prediction,
Innovative employee recognition. Sysomos is a unified, insight-driven social
platform that gives marketer the easiest way to Search, Discover, Listen, Publish,
Engage ,and Analyze at scale across earned and owned media.
Introduction for Organization Development

Organization development enchances the effectiveness of systems through the

provision of intervention that build capacity and capability to achieve our
collective goals. Organizational Development. Organizational development is
a planned effort for a work group and/or the organization, managed by leadership
and supported by employees, to increase organization effectiveness through
planned change in processes and systems. Importance of Organizational
Development. .Successful businesses have long used a process
called organizational development (OD) to adapt to these changes, increasing
their effectiveness and making the most of their resources. OD is not simply what
businesses do to change and grow or to react to external factors.

Abstract

Organization Development is the process of aligning human capital strategy with

the mission, vision, values and strategy of the organization. It includes
organization structure, supporting systems and processes, leadership
development, succession planning, talent acquisition and talent engagement. The
overall theory is that a unity of what the organization is and what it wishes to
accomplish with that of the individual and his or her goals will propel the
organization to greater levels of performance. OD is an applied field of change
that uses behavioral science knowledge to increase the capacity from change and
to improve the functioning and performance of a human system. The text is
organized into ten chapters providing comprehensive coverage of all the vital
aspects of Organizational Development. It includes overview of OD to OD
interventions. Also consists role, competencies, ethics of OD consultant. A
number of case studies have also been included in the textbook for student
reference.
Review of litecture

A Kadefors - International Journal of project management, 2004 -

Elsevier
… Trust theory emphasises that trust is not only tied to persons but also
to circumstances … The
following section discusses what can be done to
improve project relationships and ensure … goals
may reduce the negative influence of formal contractual rules
on people's behaviour

M Bresnen, A Goussevskaia, J Swan - Organization studies, 2004 -

journals.sagepub.com
… I realized that what I was doing was so totally different from what
other people were doing.' … 'It would
be foolish if anybody ever made a mistake because we have done so
many … a manager from the
head office did recall one instance when a relatively
novel project undertaken

R Eisma, A Dickinson, J Goodman, A Syme… - Universal Access in

the …, 2004 - Springer
… It was important to make the participants aware of their expertise (for
example, life experiences),
and of how valuable their contribution was to the project … It was also
noted that “speed” was often
not as important to older people as “getting the job done”

M Beer, AE Walton - Annual review of psychology, 1987 -

annualreviews.org
… of these companies' shared values-achieving productivity
through people, the importance of
people as individuals … others have the power to do what the leader
wants done, such achievements …
found network analysis valuable in developing roles for managers in a
public project
G Ekvall - European journal of work and organizational …, 1996 -
Taylor & Francis
… According to a “subjectivistic” view of climate this item would read:
“Most people here think … Instead
it compares a group of persons' perceptions and memories of two kinds
of organization … in some
cases “overmature”) products, but was still making profit when the study
was done …

Scope of study

Since objective of the study was not to find any relationship between perceived
Training effectiveness and the increase in the financial performance, it is crucial
to investigate whether HR managers and training managers are interested in
finding out relationship between training effectiveness and financial performance
of the organizations. This really needs for increased awareness of the part of
managers to investigate the effect of training activities on performance of the
organization. The performance of the organization does not solely depend upon
the training department in the overall performance of the organization can be
studied.
This study as well as some parallel studies have indicated that the organizations
prefer to get their training evaluated from their in house faculties rather than the
third party evaluation. Therefore, there is a need to study why organizations are
reluctant to be transparent when organizations in their annual report talk about
satisfying stake holders and of good corporate governance.
The present study has analyzed the effectiveness of training from the view point
of the employees (from the filled questionnaires) and employer (from the
discussion with Hr managers). The further research could be in the area of impact
of training on the customers’ satisfaction. This is important as it is ultimately the
customer who buys the product, contributes to the profit of the Organization and
from this surplus only the employee’s salary is being distributed. If customer
does not buy your product, even the Six Sigma quality of training does not help
for success of the organization
Questionnaires

S.NoStatements Strongly Agree Neither DisagreeStrongly

Agree Agree – Disagree
nor
Our organization always o o o o o
1 emphasis on OD.
HRD planning makes the o o o o o
2 organization effective to
implement changes
Organization is interested in o o o o o
3 effective team management
Organization development o o o o o
4 depends upon co-operation
among all the units
Conflict management is o o o o o
5 prevailing in the organization

The goal of the organization ois o o o o

6 explained to all the employees
The employees act o o o o o
7 enthusiastically to achieve the
goals of their
Department
Discussions are very much o o o o o
8 useful to evaluate the role of
the employees
Weakness of employees can o o o o o
9 be overcome by expressing
their strength
Present organizational setup o o o o o
10 supports career planning
Organization is interested in o o o o o
11 the career development of
employees
Performance of new jobs areo o o o o
12 evaluated periodically
 Employees are satisfied by the
o o o o o
13 decision of management
On the job training is useful o o o o o
14 for the employees
Organization ready spend o o o o o
15 considerable money for
training
HRD avoids wrong o o o o o
16 Placements in the
Organizations
The executives of middle level
o o o o o
17 entrust good performance after
training programs of HRD.
Lower level executives o o o o o
18 appreciate the HRD practices
in the organization.
Top level executives takes o o o o o
19 personal care on middle level
lower level executives in the
form of counseling
programme to make the
atmosphere
Top management believes o o o o o
20 HRD practices at all levels
would increase their
profitability