What are the differences and connections among TD, LD and OD in human resources?

LD (Learning Development): Learning and development, focusing on the learning and training of enterprises; Training corresponding to traditional human resources. Emphasis includes the construction of training system, the career development of employees, the establishment of learning organization and culture, etc. ?

TD (Talent Development): Talent development is generally classified as TM (Talent Management). The main function of talent management is to help the organization give full play to its long-term advantages and provide key talents for the organization continuously.

Talent management mainly includes the recruitment, identification, development, management and retention of talents in key positions. In talent management, the HR of the corresponding module is generally responsible for the recruitment, salary and performance management of key talents, while TD is mainly responsible for the talent development of key positions, such as competency model construction/qualification system construction, talent inventory, talent development and successor planning.

TD/LD professional ability requirements:

Many companies may not be so meticulous and will combine the responsibilities of LD and TD. The responsibilities and abilities of LD need to be clarified, and the professional abilities of TD or talent management mainly include three aspects:

1. Modeling technology, including the capacity building of cultural values, different levels of capacity building and different functions.

The second is evaluation technology. After the quality model is established, it is necessary to use evaluation technology to take stock of personnel and evaluate their abilities, including: supervisor observation, behavior interview, 360 evaluation, evaluation center and other methods.

Third, to develop technology, in addition to training related skills, we need to develop employees in various ways, such as action learning, tutorial system, job rotation, on-the-job counseling and feedback, and work tasks.

Speaking of LD and TD, what is OD?

There are various opinions about OD. Some enterprises recruit OD, and their responsibilities are more like TD or LD. Only a few enterprises can jump out of the category of "people" or "learning %2F training" and further touch the broader field of organizational design.

If "organization" is regarded as a car and "people" as its parts, the role of TD or LD focuses on ensuring the functional integrity of "parts" without changing the overall function and structure of the car; While OD pays more attention to the improvement of overall performance rather than local maintenance. Through the improvement of overall performance, the organization can adapt to the changes of internal and external environment.

Therefore, the core purpose of OD (Organization Development) is how to make the organization constantly adapt to the changes of the external environment, make the organization develop healthily and continuously, and maximize the potential of people and team organizations.

Edgar+Schein, the originator of organizational culture research, once pointed out that all organizations, regardless of size and type, will face two problems:

1. Facing the rapidly changing environment, how to constantly adapt to the outside world.

2. In order to help the organization adapt to the outside smoothly, how to integrate the inside correspondingly.

These two dimensions also closely link organizational development (OD) practitioners with strategic experts.

Strategic experts assist senior leaders in decision-making, so that the organization can better adapt to the external environment, thus maintaining vitality; Practitioners of organizational development should help senior leaders fully develop internal organizations and provide guarantee for realizing lofty external goals of organizations.

OD practitioners and strategists are like brothers and sisters. Organizational development can help the organization make full internal preparations to achieve challenging and ambitious external goals.

LD is an extension of the responsibilities of training system, while TD focuses on the construction of talent management system. OD actually goes beyond the traditional functions of HR, pays more attention to the whole organization, pays attention to the "relationship" and "interaction" between people, and systematically considers the construction of the overall organizational ability.