School: School of Management and Labour Studies
Centre: Centre for Social and Organisational Leadership
Medium of Instruction: English
Programme Duration: 14 Months
The program is designed for Human Resources Managers, Training/Learning and Development Managers, Learning Facilitators, Organisation Development (OD) Consultants and Line Managers.
Minimum three years of work experience after graduation AND
Applicants should have completed their Bachelor’s Degree of minimum of 3 years duration or its equivalent ( under the 10+2+3 OR 10+2+4 OR 10+2+2+1 year bridge course pattern of study OR any other pattern fulfilling the mandatory requirements of 15 Years formal education) from a recognised university, in any discipline.
Course offered in Mumbai, Delhi, Banglore and Chennai
Module Question Paper for Entrance EPGDODC Mumbai_Model Question Paper_2018-19
Online application link will be open after 15th December, 2019.
IMPORTANT DATES FOR MUMBAI
Notification for (2019-20) admission (Adv schedule / website display)
11th November, 2019
Information brochure with application form available on website
Last date of submission of application form
13th April, 2020
Displaying the list of shortlisted candidate for written test and personal interview
17th April, 2020
The dates for Delhi and Bangalore batches will be provided later in accordance with the ending of the current batches
Executive Postgraduate Diploma in Organisation Development and Change (EPGDODC) is a fourteen month, part time professional programme comprising of classroom teaching, training, field practice and coaching. This programme prepares the participants to have a holistic view of the organisation for facilitating, conceptualising, designing and implementing OD and Change processes.
In a dynamic environment, organisational effectiveness is a function of organisation's capability to conceptualise and implement organisation development and change initiatives which are sustainable. This programme enables managers to have an in depth understanding of strategy, policies, structures and systems and the importance of developing appropriate skills, behaviours, attitudes and culture that will enable organisations to grow and sustain in this environment.
Who Should Apply?
EPGDODC is specially designed for HR, Training/Learning and Development Managers, Learning Facilitators and OD Consultants and other Line Managers with minimum three years of experience.
Objective of the Programme
Programme covers the theoretical basis of OD and Change with a major focus on their practice and implementation in organisations. This programme prepares the participants to have a holistic view of the organisation for facilitating, conceptualising, designing and implementing OD and Change processes.
This Programme facilitates participants to:
(i) apply the existing theoretical perspectives in the practice of diagnosing, designing, implementing and evaluating OD and Change initiatives at the individual, group and organisation levels;
(ii) build tentative frame works /theories from unique practices implemented in organisations for wider practice and
(iii) acquire necessary competencies for the effective practice of OD and Change. As enhancing OD competencies of the participants is one of the major objectives of this programme, each course is designed to have one or two workshops.
Key Features of the Programme
applying and generating knowledge in the field of OD and Change and
Distribution of Credit Hours:
This is a weekend programme with classroom sessions and 2 field work schedules, each having one month duration. The total credit hours for the Executive Postgraduate Diploma Programme in Organisation Development and Change will be 40 as detailed below:
14 courses carrying 2 credit hours each : 28 Credit Hours
Field Work I (5 weeks) : 6 credit hours
Field Work II (5 weeks) : 6 credit hours
The programme follows a modular scheme. The entire curriculum will be covered in eight modules and two field work stints after 4th and 7th module. The examination/assessment of the course/s taught in each module will be conducted as scheduled by the faculty engaging.
Introduction to OD and Change
Human Interaction Lab & Process Interventions
Basics of Psychology, Sociology, Economics
Organisational Theory and Design
Research Methodology, Qualitative Research
Statistics and HR Analytics
Organisational Behaviour -II
Organisation Analysis and Diagnostic Models
People Focused Interventions
Facilitation: Theory and Practice
Evaluation of OD and Change, New Developments in OD, Basics of Finance
ODC01: Introduction to OD and Change
OD and Change Definitions, Values of OD , Laboratory training, Survey feedback, Normative approaches, Quality of work life approaches, Strategic and Institution Development approaches; Basics of Open Systems Framework; Models of Organisational Change, Action research and Appreciative Inquiry; the OD Practitioner- Core competencies, Roles, Values and Ethics.
ODC02: Human Interaction Lab and Process Interventions
The process laboratory is designed to enable the students (i) to become aware of his/her patterns of behaviour and the impact of these behaviour on others; (ii) to understand and address the challenges for enhancing effective interpersonal relations and problem solving skills; (iii) to experience mindfulness to foster effective sense making and (iv) to practice and appreciate the use of one-on – one feedback and how it impacts personal development. This group exercise will have one or two facilitators and use the “here and now” experiences for learning of the members. The sessions will also focus on certain human process interventions
ODC3: Basics of Psychology, Sociology and Economics.
Psychodynamic, Behaviouristic, Cognitive, Humanistic and transpersonal Psychology ; Functionalism, Conflict theory, Symbolic Interactionism and Structuration theory; Basics of micro and macro economics- Organsational economics,; Money, capital and labour market; Socio economic and Political Environment of Business.
ODC04: Organisation Theory and Design
The evolution of organisation Theory and Design, Taylorism, Human Relations approach, Lean production and Lean sigma; Organisation and external Environment- Resource Dependence, Transaction Cost and Institutionalism; Strategy and Structure; Fundamentals of Organisational Structure – Functional, Divisional, Geographical, Matrix, Modular and Hybrid; Structure and Organisational Strategy; Structure and Organisational Culture.
ODC05: Research Methodology, Qualitative Research
Evidence Based Management; Concepts,Constructs, Operational Definition, Theoretical framework; Theory testing and Theory Building Researches, Review of Literature, Problem Formulation- Mutually Exclusive and Collective Exhaustive Categories, Hypothesis formulation,Type, Levels of measurement, Sampling Techniques, Methods and tools of data collection, Reliability and Validity; Research Design- Purpose and principles; Case study Research, Interviewing, Focus group Discussion and Observation; Analysis of qualitative data.
ODC06: Organisational Behaviour -I
Self as an Instrument of Change – Myers Briggs Type Indicator , Emotional Intelligence, Thomas Profiling, 16Personality Factors and Learning Style Inventory ; Personality and Individual Differences; Individual Change, Individual Change Models; Competency and Competency frameworks, BEI and competency profiling ; Work motivation, Self Determination Theory; Reward Systems; Psychological contracts; work design; proactive work behaviour.
ODC 07: Statistics and HR Analytics
Descriptive statistics; Tests of differences and Relationships; Regression and Factor Analysis; Use of SPSS/ MS-Excel for analysis; Ratios, Measures and application of HR Analytics -workforce statistics , financial ratios relating to people and productivity, measures of people’s values, measures of people’s engagement, measures of efficiency of the HR function, measures of effectiveness of people processes; Efficiency metrics, Effectiveness metrics and Impact metrics.
ODC08: Organsational Behaviour-II
Group and Group processes, Teams and Team formation, Organisational Climate and Culture; Negotiation and Conflict Management; Power and Politics; Learning Organisation ; Development of organisational capabilities, Activity theory; Appreciative Inquiry; Leveraging Diversity; Organisation and Environment.
ODC09: Organisation Analysis and Diagnostic Models
Thompson's and Ichak Adize's Frameworks for organisational analysis; Diagnostic models – Comprehensive model of Cmmings and Worley, GRPI Model of Beckhard, Change Model of Beckhard and Prichard, Managerial grid of Blake and Mouton, Four frames model of Bolman and Deal, Causal model of performance and change of Burke and warner, STS model of Freedman, Star model of Galbraith, Organisational performance model of Hanna, Five track model of Killman, Organisational dynamics model of Kotter, 7S Model of McKinsey, Congruence model of Nadler and Tushman and Six Box Model of Weisbord.
ODC10: Techno Structural Interventions
Socio Technical Systems approach, Self Managed Teams in Practice; Restructuring, Employee Involvement initiatives; Quality Initiatives; Lean sigma ;Work Design ; Job Enrichment and Job Enlargement, Aligning Technology and Personal needs; High Performing work Systems
ODC11 People Focused Interventions
Assessment and Development Centers; Performance Management Systems; Reward Systems; Employee Engagement; Survey Feedback. Process Consultation, Developing teams; Career Planning and Development;Talent management systems; Leadership Development; Coaching, Managing Diversity and Wellness; HRD Audit.
ODC 12: Strategic Interventions
Competitive and Collaborative Strategies- strategic change,Co-Creation, Mergers and acquisitions, Alliance and network Interventions; Incremental Change and Turnaround strategies, Culture Change; Creating learning Organisations, Developing Organisational capabilities, Middle management and capability development practices, Self Designing Organisations; Whole system Change.
ODC13:Facilitation: Theory and Practice
Client-Consultant Collaboration; Contracting; Basic facilitation tools; Cross cultural and Diversity issues; Reflective Journal Processes; Facilitating Meetings; Planning Process; Problem solving and Decision Making; Developing workable Relationships; facilitating distributed Teams using technology, Closure, ongoing Learning and maintenance.
ODC14: Evaluation of OD and Change, New Developments in OD, Basics of Finance
Kirkpatrick's four levels of Evaluation , Phillips' ROI; Informal/formal quantitative and qualitative Evaluations, Cady, Auger, Foxon's evaluation Strategies and processes; Ethics for OD professionals; OD in global settings; New Developments in OD in the context of Changing economy, Workforce, Technology and Organisations; OD and Sustainability.
The fieldwork programme is an integral part of EPGDODC academic curriculum and designed based on action learning principles. 2 Fieldwork assignments, 5 weeks each, is organized for the students on completion of 4th and 7th module. Fieldwork focuses on analysing organisations using an open systems framework, diagnosing organisational issues and challenges, designing and implementing effective interventions keeping organisational realities as the backdrop. Apart from the journal writing students have to do an individual OD/Change project in the organisation they are attached with.
Library Deposit (Refundable)
1. Total fees payable is Rs. 4,00,000/-.
2. Fees once paid will not be refunded.
3. The fees should be payed through the payment link provided by TISS Administration on or before
the due date of the Installments mentioned below and an official receipt to be obtained.
4. Late payment of installments will be charged with fine as per rules.
5. International field immersion exposure* (conditions apply)
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