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Human Resource Intervention Presented By Amarjit J.Ambica Mamta V.Naveen kumar Priyanka Purnendu Sekhar Dash
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.
HR Process InterventionThese issues deal with social processes occurring among organization members, such as communication, decision- making, leadership, and group dynamics.
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
Human Process Intervention T-Groups Process Consultation Intergroup activities / Relationships Team Building
HRM Intervention Goal Setting Performance Appraisal Reward Systems Career Planning & Development Coaching and Counseling Activities Managing Work Force Diversity Employee Wellness
Effective interventions can bedetermined by 3 criteria① The extent to which it fits the needs of the organization a. Valid information b. Free and informed choice c. Internal commitment② 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.
Designing Effective Interventionsis 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