Discuss three models, strategiesto use and cost benefits for each models. Show details in smart charts


APA format valid references and proper citations

3 or more valid references

Be sure to includes charts and table detailed explanantion

Topic below:

You have been given the task of increasing the workforce in the organizational development (OD) department. Part of this task is the onboarding process and the standardization of the methods and processes that are used to intervene when it is appropriate and necessary. One of the first things you will need to do is go back and refresh yourself about all of the possible models, strategies, and specific steps that would make sense in this environment and in the current business situation of the company. Determine the estimated cost of the onboarding process. What are cost-effective ways to build an onboarding program that prepares employees for their new work experiences and prepares them for embracing change? The people are used to change, and there is not much resistance with change efforts as long as the people understand what it is, why it is being done, and how they fit into the change. Your vice president (VP) has asked for you to give her a proposal on what your actions will be to become successful in this new role with this high-level task.

Your proposal must include the following:

  • An explanation of the 3 applicable models, strategies to use, and the cost benefit of each model
  • Definitions of these models and strategies (taking caution to use the proper terminology)
  • A cost comparison of the potential improvements your client could expect by using the models and strategies that you are recommending
  • An explanation of at least 5 specific recommended steps that can be taken in the present situation described by creating a pros and cons analysis, objectively reviewing each item in the recommendation
  • A brief outline of an action plan that could serve as a template for future action plans, including who in the organization would be responsible, how long it would take to implement each item, and the potential cost for each
  • A minimum of 1 chart used in your analysis or description of a model or strategy being recommended
  • The use of at least 3 valid graduate-level references and APA formatting for references

Note: You have the choice of the following delivery options for this assignment:

  • A paper of 1,350–1,650 words
  • A PowerPoint presentation with speaker notes totaling 1,500 words
  • Visio flow charts with an accompanying script of 1,350–1,650 words
  • Viseo with accompanying script with 2,000 words (plus or minus 10%)
  • Smart charts


The Organizational Development and Design Consulting Group (ODDCG) was formed back in 1980’s when there was a big upsurge in the economy and many companies were growing rapidly. The organization began as a three person operation and quickly grew to more than 500 today. There are 400 consultants around the world and 100 people in support roles. In the beginning, there was a very loose structure and no need for much in the way of an organizational design. Whoever had the necessary skills was put to work on the task, and things always seemed to work out. The client list was rather short, and it did not seem as if it was too difficult to keep them extremely happy with interventions and results. The reputation for quality and high levels of service was established for this highly process−driven company. After the organization grew to over 100 people, the president decided it was time to create more of a functional structure. Departments created included customer support and service, human resources, and accounting.

This structure seemed to work for a number of years; however, recent bi-annual customer satisfaction surveys produced feedback that the customers are not getting the service they are used to, and in some cases are threatening to leave and go to the competition. This organization has been very successful thus far and cannot afford to lose its customer base. The President has contacted the Vice President in charge of Organizational Development and asked for help in getting back to superb customer service with the size of the organization as it is today.

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