The internal group understands the internal components of the company already and has a good understanding of the situation while the external consultants can come in and bring outside wisdom and advice to the table. Combining these two groups should help to solve the issue rapidly. The first thing that needs to happen is to make sure that the internal and external consultants are on the same page with the issues and know what the other group is doing. The two consulting firms need to work as a close knit group performing at the same level or it will make the issue worse, and cause division within the ranks of the company.
Times for the company have been good for many years, and then the economic crisis of 08-09 started a spiral of events that has taken the company on a downward spiral that seems to be headed into a bottomless pit. The old ideas are not working and now when new ideas are implemented, a solid majority will walk out the door. At the going rate the company has but a short life span to either reinvent itself or go down in flames. SO what need to happen now? That is the question everyone wants to know. The issues that the company is facing at this moment is the increase in turnover of employees, computer systems that are out dated and not allowing the company to compete on an even level with other companies. These data systems are causing delays and increase issues with customer service, deliveries, and communication throughout the company walls (HRpeople, 2008). These issues have caused the employees that are trying to tough it out to have a lower morale rate. The lower morale rate is raising retention rates within the company and also the issue of new employee hires. All of these issues are affecting any decision that the executives are making to be frowned upon by the employees because of the lack of trust. In order for the supervisors and executives to take control of these issues and get the company back on the correct path, they have to be aware that these problems exist. This is the first step in the Organization Development Process or (OD). Since everyone has realized that problems exist, we can move on to the next step and that is trying to understand he problem fully. In order for the situation to be assessed there will be a need for documentation, groups or teams, surveys, or focus groups. Intervention is the next stage in the OD process, the intervention helps to gather information on how to deal with the problem (Rasing, 2008). Many companies deal with issues through intervention plans like team building exercises and focus groups deal with underlying issues affecting departments. This also brings situational awareness to the company executives and gives them oversight to why the company is in its current condition. It is up to managers and executive at this point to evaluate their new found information and see if they can implement a plan to correct it. If for some reason the management teams or executives feel that the issue is out of control or has become such a serious issue that their intervention plans can’t fix issue quick enough then they need to look at going to other sources. This needs to be handled by either an internal consultant or external consultant. Either way, the consultants need to work closely with the OD process to gain control of the situation. My recommendation is to use both an internal and external consulting group (HRpeople, 2008). This is because the company is in such dire straits that the problem needs to be correctly immediately. The internal group understands the internal components of the company already and has a good understanding of the situation while the external consultants can come in and bring outside wisdom and advice to the table. Combining these two groups should help to solve the issue rapidly (Rasing, 2008). The first thing that needs to happen is to make sure that the