Organisational Development
Organisational Development has been at the heart of PSI activity for many years. Interventions have included establishing quality systems, appraisal systems, staff-development systems including comprehensive needs analyses, building effective communications strategies and cultural change. Organisational development, by definition involves organisational change.
All of our interventions take full account of the effects of change not only on operational systems but also on the people who operate those systems. In many spheres technological advancement no longer provides the competitive edge because the new technologies are so widely available.
More and more employers are convinced that it is the quality of people in organisations that provides the competitive edge. It is essential to provide structured rather than ad-hoc people development if organisations are to derive the maximum benefit from development interventions.
This necessarily involves linking personnel development objectives to organisational objectives. An integral component of this approach is structured evaluation of development activities.
The services offered are based on sound research evidence and are customised to meet the needs of the particular organisation. One of the most important features of all of our organisational interventions is the exit strategy. As a matter of course an exit strategy is designed and agreed with the organisation at the outset and then modified in the light of developments. We feel that an exit strategy is as important as the intervention to ensure that ownership is retained in-house and a dependency culture does not evolve. We are happy to develop long-term partnerships with organisations but have no wish to make organisations dependent on us.
Many of our organisational interventions have been of a sensitive nature
and are therefore confidential, more general interventions can be found
in our section What we have done