The organizational diagnosis is one of the key competencies of Human Resources and the knowledge of the organizational diagnosis is extremely important for the successful HR Business Partnering. The organizational diagnosis is extremely important as the organizations faces new challenges in the global world. The organizational diagnosis helps to identify the most robust organizational systems and organizational processes and recommends the improvements as the organization increases its capability to reach the strategic goals. Organizational Diagnosis is an effective ways of looking at an organization to determine gaps between current and desired performance and how it can achieve its goals. In recent years organizational diagnosis has evolved from a technique used as part of the organizational development process to a major technique in its own right. Effective diagnosis should be an organic process in that as you start to look at an organization and its structures and what it does and does not do, change starts, as change progress so does the 'now' performance and as such the diagnosis process also needs to re-start.

The BIR methodology looks at taking a 'snapshot' in time in a way which is quick and relatively unobtrusive. This allows decisions to me made, plans developed and actions implemented rapidly… Then using the benchmarking facility another snapshot of the organization can be made and new plans developed. A bit like the old story of "how do you eat an elephant? … one bite at a time. Developing an organization is no different. With each iteration of a diagnostic process so new changes are identified and prioritized. This not only keeps the development process alive – it makes