Nirantar: Continuing Education Programmes (STP) Admissions

Executive Postgraduate Diploma in Organisation Development and Change (EPGDODC), Mumbai

Location: Mumbai

School: School of Management and Labour Studies

Centre: Centre for Social and Organisational Leadership

Intake: 35


Medium of Instruction: English

Programme Duration: 14 Months



  1. Minimum three years of work experience after graduation AND

  2. 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.



Intake : 35 (Including GOI reservation)




Module Question Paper for Entrance EPGDODC Mumbai_Model Question Paper_2020-21







Last date of submission of application form

30th September, 2022

Displaying the list of shortlisted candidate for written test and personal interview .

Interview Date : Written Test / Personal Interview at TISS campus for local candidates (Mumbai) 15th October, 2022
Declaration of Selection list with waiting list (On TISS website) Announced
Last date for completing admission procedure for selected candidates 15th November, 2022
Date of Commencement of program 3rd December, 2022
First Contact program / I Semester Classes 3rd December, 2022
First semester exam and second contact program / II Semester 5th August, 2023
Conclusion of Program 25th February, 2024

The dates for Delhi and Bangalore batches will be provided later in accordance with the ending of the current batches


Venue : V. N. Purav Marg, Deonar, Mumbai - 400088. (TISS, New Campus)


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

  • 14 months part time flexible professional programme of instruction and training.
  • Right blend of theory and practice imparted by Faculty and Practitioners from reputed companies to contribute to teaching the programme
  • Access to the current OD and Change Management practices in the field
  • An in­depth orientation to research that equips the participant to be an effective change agent
  • Exposure to field work (based on action learning principles) for learning through experience and for

applying and generating knowledge in the field of OD and Change and

  • Significant exposure to the latest developments in business strategy, organisational capabilities and integration with OD theory and practice.

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.


Semesterwise Courses:

Module-wise Listing of Courses


Programme Outline



Course Titles

Credit Hours



Introduction to OD and Change



Human Interaction Lab & Process Interventions




Basics of Psychology, Sociology, Economics




Organisational Theory and Design




Research Methodology, Qualitative Research



Organisational Behavior-I




Statistics and HR Analytics



Organisational Behaviour -II




Organisation Analysis and Diagnostic Models



Techno-structural Interventions




People Focused Interventions



Strategic 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.

Field Work:

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.

Fee Structure:


                                      Executive Postgraduate Diploma in Organisation Development and Change
Tution 92,200 90,500 94,500 88,500
ID Card 300 - - -
Examnination 1000 1000 1000 1000
Field Work - 4000 - 4000
Library 1000 1000 1000 1000
Library Deposit( Refundable) 2000 - - -
Computer Infrastructure 1000 1000 1000 1000
Development Charges 2500 2500 2500 2500
Convocation Charges - - - 2000
Total (In Rupees) 1,00,000 1,00,000 1,00,000 1,00,000