Organizational Development Research Analyst
Crimson & Co
Total years of experience :2 years, 2 Months
• To identify, develop and analyse the new approaches companies are pursuing/can pursue within a given
context of the UK in managing and leading organizational change.
• Design a questionnaire which combines both quantitative and qualitative elements to be distributed by email to up to 1000 of our existing contacts.
• Analyse responses (previous experiences and priorities for change) to demonstrate trends and top line
results (both similarities and differentiations).
• Follow up approx 10-15 of the most interesting surveys with a phone call ('best practice' examples, or unexpected results).
• Understanding what capabilities are needed, while building a team that delivers them.
• Emphasis on unlocking the capability of organizations greatest asset (their people).
• Draw conclusions.
• Developing and maintaining training calendar for the performance year, based on TNA & approved corporate training strategy for all tiers of the company.
• Cross check of vendors' proposals and training material in line with business needs and corporate trainingstrategy.
• Organization of in house and outsourced trainings.
• Standardization of training processes for line according to SOP (Standard operating procedure).
• Developing reports and presentation related to the training department.
• Ensure effective Learning improvement and feedback process.
• Compile and maintain the trainees' records.
• Manage all external training sessions.
• Develop feedback summary report for trainers.
• Manage additional assignments assigned by the line supervisor.
• Managing the overall admission process.
• Reporting directly to the Director in all matters related to daily operations.
• Dealing with all applicants' requests and complaints.
• Ensuring that the entire Front Desk Team is aware about the daily program.
There is an increasing requirement for individuals, organisations and nations to increase their knowledge and learning in order to be more competitive. More people are studying to gain higher qualifications; organisations invest in research and development, and introduce ICT systems which facilitate the storage, access and interrogation of information; and, nations encourage investment in their citizens and in science and technology. It is what many countries call: “The race to the top.” Therefore, In this course I have covered a wide range of issues involving both theory and practice. One particularly important area of knowledge management that I have covered is knowledge transfer which helps maximise learning applications i.e. learn once repeat many times and is essential for any nation, organisation or individual to gain and sustain competitive advantage.
To understand the academic and theoretical basis of organizational change and development, which helps in developing HR strategies that contribute to effective organizational change and development interventions. Also, engage in and contribute positively to organizational-based initiative through the effective diagnosis, planning, management, and implementation of organizational change and development interventions. Based on a number of frameworks for understanding organisational change, it then analyses a series of organisational change strategies drawn from public, private and third sectors, which highlight the positive and negative impacts of change, and critically evaluate the implementation methods used.
MBA (HR)
BS-Hons. (Computer Science)
