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Hr intervention

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Human resource interventions aim to help organizations improve performance and effectiveness. There are different types of interventions, including individual-based interventions like training and coaching, group-based interventions like team building, and inter-group interventions like conflict resolution. Effective interventions fit the organization's needs, are based on causal knowledge of intended outcomes, and transfer change-management skills to members. Designing effective interventions depends on factors like individual differences, organizational readiness for change, and the capabilities of the change agent.

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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 intervention
Intervention Characteristics • Need/Goal specificity • Scope/Level of change target • Focus/Purpose • Internal support • Sponsorship • Programmability
HR Process Intervention These 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
Cont…….  Third-party Peacemaking Interventions (Conflict Resolution)  Organization Confrontation Meeting  Large-group Interventions  Grid Organization Development
HRM Intervention  Goal Setting  Performance Appraisal  Reward Systems  Career Planning & Development  Coaching and Counseling Activities  Managing Work Force Diversity  Employee Wellness
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.
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
HR Intervention and Consultation
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More Related Content

Hr intervention

  • 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.
  • 4. Intervention Characteristics • Need/Goal specificity • Scope/Level of change target • Focus/Purpose • Internal support • Sponsorship • Programmability
  • 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
  • 8. Cont…….  Third-party Peacemaking Interventions (Conflict Resolution)  Organization Confrontation Meeting  Large-group Interventions  Grid Organization Development
  • 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
  • 12. HR Intervention and Consultation