What is OD?
OD is a broad field of thinking and practice. Different organisations use this term differently, to mean different things. OD practitioners often have a psychological and systemic orientation and focus their attention on areas such as leadership, culture and engagement. They are interested in questions like, ‘what human-related factors are influencing this organisation's success?' ‘why are things as they are?’, ‘how could we be more innovative or effective?’
Their core skills include relationship-building, questioning, reflecting, influencing, reframing and sense-making. OD practitioners are often found working alongside top teams, providing internal consultancy, guidance and coaching. They aim to raise awareness, stimulate fresh ways of thinking, challenge the status quo, build capacity for the future, enhance organisational experience and effectiveness.
Key words associated with this field: e.g. strategic, leadership, culture, values, relationships, teamwork, engagement, inquiry, challenge, opportunity, influence, concept, change, innovation, dynamics, perspectives, reframing, sense-making, capacity,
learning, development, impact.
What is HR?
HR is a fairly well-defined field of thinking and practice. Different organisations use HR in different ways. As a general principle, however, HR practitioners often have a legal, policy and process orientation and focus their attention on areas such as employment and performance management. They are interested in questions like, ‘what staff resources do we need?’, ‘how can we attract, recruit and retain the best people’, ‘how can we ensure people perform well?’
Their core skills include relationship-building, influencing, applying legal/policy frameworks and assertiveness. HR practitioners are found operating at a number of different levels. These range from HR strategizing through business partnering through policy implementation to payroll. They aim to ensure that staff resources are well deployed and that people are treated fairly and consistently.
Key words associated with this field: e.g. employment law, policy, structure, competencies, jobs, talent, contracts, frameworks, staff, recruitment, selection, contracts, management, performance, appraisal, reward, retention, employee relations, discipline, grievance, salary, payroll, benefits.
What do OD and HR have in common?
OD and HR are both interested in the relationship between people and organisations. They both regard people as a key contributor to an organisation’s success. They both have a humanistic outlook, an ethical belief that people should be treated well.
What are the differences?
It’s difficult to draw direct comparisons and contrasts because OD practitioners work mainly as coaches and consultants to leadership teams whereas HR practitioners operate at many different levels, ranging through strategic HR, business partnering and transactional-administrative tasks. However, there are some general common characteristics outlined in the table below, bearing in mind these vary from practitioner to practitioner and from organisation to organisation. These differences create potential for synergy and, sometimes, sources of tension.
OD practitioners tend to:
Work mostly with leaders and leadership teams.
Focus on teams, groups or the organisation as a whole.
Locate the origin of issues in the organisation as a human
Strive to retain a degree of detachment to see things others
Pay attention to broad themes, issues and trends.
Question, challenge or reframe the status quo, to see and do
Work on initiatives with different client groups.
Work as coaches, consultants or facilitators, building others’
Focus on psychological aspects of leadership.
Spend relatively high amount of time on developmental, future-orientated initiatives.
Have a reflective, intuitive, conceptual orientation.
Have professional background/studies rooted in leadership,
learning and social sciences.
Feel comfortable with questions, ambiguity, uncertainty and
HR practitioners tend to:
Work mostly with managers and staff.
Focus on individuals and their immediate line relationships.
Locate the origin of issues in the individual or his/her
Strive to become embedded to engage with others in their
Pay attention to immediate tasks, issues and demands.
Seek to standardise policies and practices to ensure greater
Work long-term with the same client group.
Work as business partners or service providers, ensuring good delivery and practice.
Focus on practical aspects of management.
Spend relatively high amount of time on remedial, problem-solving activities.
Have a practical, rational, technical orientation.
Have professional background/studies rooted in employment law, policy and practice.
Feel comfortable with solutions, clarity, certainty and
This varies from role to role and organisation to organisation. In my own experience, I've been responsible in OD roles for strategy and change, values and culture, leadership and management development, staff and team development, internal communication and staff engagement, performance management and development. However, the following are common:
Develop effective leaders and leadership teams through coaching, consultancy and facilitation.
Support effective change leadership through providing guidance and building leadership capability.
Work alongside leaders to develop an inspiring, engaging and effective organisational culture.
Create leadership development opportunities (e.g. seminars/training, mentoring, action learning).
Oversee the L&D function, focusing on management, staff and team development.
When does OD work with HR?
OD and HR practitioners most commonly work collaboratively in areas including the following:
Change leadership and management.
Performance management and development.
Talent management and development.
Induction and training.
If you've had different experiences of OD and HR, or hold different views about what they are and the differences between them, please do share your views here too! I would be interested to hear more.