1. Human Resource
Intervention
Presented By
Amarjit
J.Ambica
Mamta
V.Naveen kumar
Priyanka
Purnendu Sekhar Dash
2. Organization Development
Intervention
A sequence of planned
activities, actions, and events intended to
help an organization improve its
performance and effectiveness.
Intervention purposely disrupt the status
quo.
5. HR Process Intervention
These issues deal with social processes occurring
among organization members, such as
communication, decision-
making, leadership, and group dynamics.
6. Different Types :
Individual based: coaching, counselling,
training, Behavioural modelling, delegating,
leading, morale boosting, mentoring, motivation,
etc.
Group based: conflict management,
dialoguing, group facilitation group learning, self-
directed work teams, large scale interventions,
team building, and virtual teams.
Inter-group based: Organization
mirroring, third party peace making
interventions, partnering
7. Human Process Intervention
T-Groups
Process Consultation
Intergroup activities / Relationships
Team Building
9. HRM Intervention
Goal Setting
Performance Appraisal
Reward Systems
Career Planning & Development
Coaching and Counseling Activities
Managing Work Force Diversity
Employee Wellness
10. Effective interventions can be
determined by 3 criteria
① The extent to which it fits the needs of the
organization
a. Valid information
b. Free and informed choice
c. Internal commitment
② The degree to which it is based on causal
knowledge of intended outcomes.
③ The extent to which it transfers change-
management competence to organization
members.
11. Designing Effective Interventions
is contingent upon
1. Individual differences among
organizational members, organizational
factors, and dimensions of the change
process itself.
2. Situational factors
Readiness for Change
Capability to Change
Cultural Context
Capabilities of Change Agent
