To initiate a process of change, it is of utmost importance to encourage the existing HRD/Personnel Department to conduct an unbiased organisation diagnostic study to identify the areas of strength, weakness, opportunity and threats of the organisation. This can be done through the help of open ended interviews with a large cross section of employees chosen at random and in addition using observation as a tool and through structured group discussions. The findings can then be examined by a top management team. They could then brainstorm on the possible areas of weakness and clearly identify areas of attention.
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