Human Resources Department
Organizational Development services are intended to improve the organizational health and effectiveness of all College departments. A wide array of services are
available to help departments plan and implement change; improve leadership methods, management techniques, and problem-solving skills; and promote understanding
of the processes and systems in which people work. We seek to improve individual, group, and departmental effectiveness so that all accomplish their goals.
For additional information please contact Ellen Fernberger at ext. 8083.
Types of Organizational Services
The Human Resources Department (HRD) offers the following types of Organizational Development consulting:
Administrative Operations & Organizational Structure
Customer Service Development
Focus Groups and Written Surveys
This type of service includes assistance with facilitating meetings, retreats and focus group sessions, process improvement teams, problem-solving teams,
group dynamics, and custom designed workshops. HRD staff members:
- Help construct a shared understanding of a problem that may be poorly defined, or defined differently by different parties.
- Help the group work together to more readily solve complex or unusual problems.
- Help the group make quick decisions when crisis situations require it.
- Encourage total group participation.
- Align organizational goals and team strategies.
Strategic planning is one of the most important activities in the life of any organization. HRD helps identify the current state of the department, including an
analysis of strengths, weaknesses, opportunities and threats ? a SWOT analysis. Next steps provide a forum to envision and articulate the desired future,
define goals, and develop strategies and action plans to attain these goals.
Change is occurring at a rapid pace. HRD works with departments to foster an understanding of both organizational and personal change. HRD consultants seek to make
employees comfortable enough with change to make positive contributions in a fluid work environment. In doing this work, HRD offers assistance with departmental
planning, educational seminars and training, facilitated group sessions, and targeted communications.
HRD works to increase cohesiveness and cooperation among people who work together. One of the goals of this work is to improve the diagnosis and problem-solving
abilities of departments and other work groups whose difficulties are teamwork-related. Team development activities involve facilitated team-building retreats and
workshops that help members understand not only their differences but also how these differences affect communication and, ultimately, the ability to
HRD consultants can assist College departments and academic units in planning and implementing studies of administrative operations, together with an analysis of
organizational structure. These studies are conducted in close collaboration with the department and are designed to increase their organizational health and
HRD consulting collaborations create heightened awareness of work processes, which enables members to think more systematically about how to improve them.
Particular attention is paid to processes that relate to group behavior and interpersonal communication. HRD also helps departments learn the important skill
of mapping work processes so that their improvement will increase the departments' effectiveness. These maps will help identify redundant work, unnecessary
process steps, and bottlenecks in the system.
HRD designs workshops and training opportunities that highlight the importance of efficient, courteous customer service and provides employees the means to
carry it out. Going beyond ?Hello? and ?How are you??, HRD looks within the department?s infrastructure to identify real problems and gaps are preventing the
delivery of high quality services.
HRD provides one-on-one mentorship and coaching to supervisors, managers, team leaders, facilitators, and teams. This individualized skill development enhances
effectiveness by developing communications, team, and leadership skills.
HRD consultants assist in planning focus groups, and in developing survey and focus group questions that elicit essential information from staff members. Time
is also devoted to facilitating the focus groups, reporting the results of the focus groups and written surveys, and recommending follow-up