Change can be positive if managed well.
Change can be fun. It can be scary. It can be stressful, or even exciting. But for an organization to sustain itself, change is necessary. In HR 510 Organizational Change, you’ll consider the important role that human resource professionals play in building high-performance cultures through managing organizational change via talent management and organizational development.
As you consider the basics of organizational development and planned change within organizations, you’ll focus the theories of change, planning interventions for change, and the role of the organizational development practitioner. Determining that change is necessary is usually clear. Understanding what needs to change and whether or not the right outcomes will result from a change are not so clear. You’ll examine issues associated with entering and contracting into the organizational development process, diagnosing the problem or issues that require an organizational development intervention and collecting and analyzing diagnostic information.
This course addresses the topic of strategy as covered in the Society for Human Resource Management’s Assurance of Learning® Assessment for graduating Human Resources students.
Once needs are assessed, appropriate interventions must be designed, change must be managed and the change process must be evaluated and institutionalized. As you learn methods for accomplishing each of these functions, you’ll also appreciate the need for continuous change. You’ll consider the human processes involved in organizational change and learn to recognize how people embrace or resist the interventions. You’ll learn techniques that can help change managers respond to resistance.
As you view the technostructural interventions of the organizational development process, you’ll become more familiar with restructuring organizations, employee involvement, and work design. In order for organizational change to be successful, the performance management system and all other human resource interventions must be tied to the organization development process. To that end, you’ll concentrate on performance management, talent management and workforce diversity and wellness.
You’ll select an organization you are familiar with or wish to learn more about, then complete a thorough case study presentation on an organizational change the company went through.
While organizational development interventions can focus on small changes or specific parts of an organization, the focus of strategic interventions is on the whole system. You’ll see how strategic change efforts can alter the relationship between an organization and its environment, and the intended outcomes of these efforts. Organizational change interventions are effective in the for-profit private sector, but they can also be useful in driving social, economic, and ecological outcomes. You’ll consider how to achieve those outcomes and see how organizational development interventions can affect positive change in not-for-profit entities as well.
Sample Course Topics
Throughout each week of the course, you’ll focus on a core topic or theme. Sample topics are listed below and are subject to change based on the instructor.
- Overview of Organization Development
- The Process of Organization Development
- Human Process Interventions
- Technostructural Interventions
- Human Resource Interventions
- Strategic Change Interventions
- Special Applications in Organizational Development
What You’ll Learn
Through HR 510, you’ll gain an in-depth understanding of organizational change processes and timely strategic plans for implementing them.
- Understand organizational change management from multiple perspectives.
- Analyze organizational change and the steps needed to execute a successful change effort.
- Evaluate the impact of organizational change.
- Examine the application of change theories and processes and interventions on real life examples.
- Develop and analyze methods of communication for change efforts within organizations.
In HR 510, you’ll examine the theories and models of organizational change from a systems thinking perspective. For more information about The University of Scranton’s online Master of Science in Human Resources degree, request more information or call us today toll-free at (866) 373-9547.
The content presented on this page is representative information for example purposes and is subject to change as course and student needs change over time.