Our understanding of personnel development and organization development (PD/OD)
For us, personnel and organization development means short to long-term development measures that look at people and companies from an integrated perspective in order to increase the company’s success.
PD and OD concepts are interdependent, but personnel cannot be developed without developing the organization, and vice versa.
More than ever before, we are seeing companies in the middle of dynamic changes
brought about by technological developments, by the growth of the service economy and its increasingly virtual organization structures and work processes, by the new job-market dynamics and demographic challenges, and by the changing values and the sustained changes to market requirements caused by global competition.
Customers, employees, shareholders, the state and society are becoming more and more demanding; for instance, they expect innovative products and services, competitive cost and logistics structures, a high level of profitability, and challenging tasks along with appropriate compensation systems.
This goes hand in hand with the growing complexity that employees and managers face in companies today, which increasingly comes from the principles of sustainable company management and is based on a conscious sense of responsibility for people, society and nature.
Companies – which primarily means the management – must be able to build a “meaningful harbor” for skilled workers as well as managers so that everyone can work toward the same goals.
As a result, today´s successful companies/ organizations are primarily
the ones that see these challenges as an opportunity, and are able to realize them fast(er than others) on the basis of a culture of learning and great flexibility.