The purpose of this paper is to assess whether OD can be applied in Korean companies. Organization development (OD) was not traditionally implemented in Korea, but as the Korean economy and society changed, many Korean companies changed the traditional way of managing their organizations. Korean culture is changing favorably to OD and won’t be a hindrance anymore. Simultaneously, Korean HRD practitioners see the change agent role as the most important one in their jobs and feel the need to develop the related competencies. This means that when Korean HRD practitioners acquire necessary competencies on change and organization, and implement OD interventions, the success rates of the interventions would be higher than before. In some successful organization change cases, it was verified that all the key OD elements were implemented and contributed to the success of the organization changes.