Organizational behavioral

Unique Approach 
Learning Simulations 

Organizational behavior (OB) looks at how individuals, groups, and structures affect behavior within an organization. It is essential for fostering an organization’s efficient operation. OB offers helpful insights for managing and guiding personnel by examining what people do within an organization and how their behavior affects organizational performance. Organizational behavior covers a wide range of employment-related topics, including job design, workplace dynamics, employee turnover, productivity, the performance of people, and management strategies. Additionally, it explores crucial subjects including job design, stress at the office, power dynamics, interpersonal communication, group dynamics, learning processes, attitudes, and perceptions. The questioning and refutation of widely held beliefs about human behavior and organizations is a key component of organizational behavior.

It aims to replace widely held ideas with knowledge based on facts. It challenges ideas like “you can’t teach an old dog new tricks” and “two heads are better than one,” acknowledging that these claims might not always be accurate.

Human resources (HR) and organizational behavior are interwoven and have a big impact on each other. HR practitioners can use organizational behavior insights and knowledge to improve a variety of HR activities. The following are some particular elements of organizational behavior that concern HR:


Organizational behavior study aids HR managers in determining the qualifications needed for particular positions. To efficiently find and hire the finest individuals, job descriptions, selection criteria, and assessment tools can be developed with the use of this information.


 Organizational behavior influences how training and development programs are designed and delivered. HR experts can tailor training methods to improve employees' abilities and skills by studying individual differences in learning styles and preferences.

Performance Management

Organizational behavior has a role in the creation of systems for performance management. To encourage and direct employees toward desired results, it helps define performance indicators, design feedback and appraisal systems, and match employee goals with organizational objectives.

Employee Engagement

Organizational behavior methods are used to improve employee motivation and engagement. To foster a healthy and stimulating work environment, HR professionals use these tactics to develop recognition and incentive programs, encourage employee involvement, and offer possibilities for career growth.


Organizational culture is shaped and sustained through the use of organizational behavior research. To promote employee well-being, trust, and a shared vision and to create a positive work environment for all employees, HR experts use organizational behavior-based tactics.

Ways of L&D impacts the workplace

Organizational theory and organizational behavior are not the same things. Organizational theory is a broader study of how organizations work and how they might be structured efficiently, whereas organizational behavior focuses on understanding and improving individual and group behavior within organizations. To comprehend organizational structures and processes, organizational theory incorporates ideas and theories from numerous social sciences.
Examining a candidate’s personality during the hiring process is an example of organizational behavior in action. Other examples include researching leadership philosophies and how they affect team dynamics, comprehending power struggles and office politics, and assessing the impact of organizational culture on output and employee retention. The results of the organizational behavior study offer HR managers insightful guidance for managing and maximizing human resources within organizations.

Engaging employees with interactive quizzes and activities

Essential highlights and adhere to linear processes.

Videos for Micro-learning

Masterclasses in Micro-learning

Action-led Micro-learning

Useful on-the-job training

These illustrations show how adaptable Micro-learning is in meeting different learning preferences and goals. Organizations may deliver efficient and interesting Micro-learning experiences that promote ongoing education and skill development by utilizing these forms.


Focusing on cultivating leadership skills and competencies among employees at all levels.

Ensuring employees are well-versed in industry regulations and company policies.

Facilitating the smooth integration of new employees into the organization.


Enhancing communication, teamwork, and interpersonal skills.

Providing specialized training for roles and functions within the organization.

Promoting awareness and fostering inclusivity in the workplace.


Equipping sales and service teams with the skills needed to excel in their roles.

Assisting employees in adapting to organizational changes effectively.

Enhancing employee performance through goal setting, feedback, and appraisal processes.


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Identifying the missing pieces in the organization or the fading magic of it or perhaps just a lack of acceptance of the same; one of these is enough to get any organization into the act. As it is been rightly said “Acceptance first step towards transformation.” You cannot change if you don’t know where to start and those around you!