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Hr intervention

Hr intervention



this is useful read it

this is useful read it



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    Hr intervention Hr intervention Presentation Transcript

    • 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.
    • Intervention Characteristics• Need/Goal specificity• Scope/Level of change target• Focus/Purpose• Internal support• Sponsorship• Programmability
    • 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
    • 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 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
    • HR Intervention and Consultation
    • Thank You