Learning and Development Application Note:
What is the relationship and difference between OD, OE, ODV, L&D etc?
At the highest level, there is the question of making the whole organisation effective (OE or Organisational Effectiveness), and this is a holistic question for top management. Below this sits OD. But ‘OD’ confusingly has two linked but different meanings: Organisational Design and Organisation Development. To avoid confusion, many experts and practitioners now make a distinction between Organisational Design (now often called ODS), and Organisation Development, (now called ODV)
Organisational Development (ODV) came first, and is the general term which describes “...an effort 1) planned, 2) organisation wide and 3) managed from the top to 4) increase organisation development and health through 5) planned interventions in the organisation's process...” (Richard Beckhard), and is generally considered to be a more dynamic activity. This links through to current leading-dge HR practices such as Succession Planning, People Development, Learning & Development, etc
Organisation Design (ODS) historically has been more static – mapping the existing organisation – but the latest thinking is that this is in fact a core, dynamic, and strategic capability of the organisation, to build the right organisational design
The ‘hierarchy’ or architecture for all these different terms and activities is shown on the slide you can download here. Increasingly ODS and ODV are considered as complementary activities, and may well have the same actors, owners or stakeholders.
Keywords: OD, OE, ODV, ODS, L&D, PD, MD, Organisational Effectiveness, Organisational development, Organisational Design, Learning & Development, People development,