Hi,, I am from NUML, Isl, Pakistan... these slides are specially for HR students, studying Organizational Development.. Regards, Muhammad Haider Ali

4. 1. Career Planning & Development Interventions
i. Career Stages
ii. Career Planning
iii. Career Development
 Rule & Structure Interventions
 Individual Employee Development Interventions
 Performance Feedback & Coaching Interventions
2. Workforce Diversity Interventions

5. 3. Employee Stress & Wellness
Interventions

6. 1. Career Planning & Development
Interventions
 People are uncertain about their competencies &
Potential
 People making initial choices about committing
themselves to a specific career
 People are exploring about their interests &
capabilities
 They are dependent on others, i.e., bosses,
experienced employees etc.

7.  Career selected
 Comparatively independent
 Concerned with advancing in their chosen
career
 Exploring about the available long term
options

8.  Achieved greatest advancement
 Teaching is learning twice
 “Midlife Crises”
Dissatisfied with career progress
Search for alternatives
Reassessment of oneself & chosen career

9.  Leaving a career
 letting go of organizational attachments
 Major contributions now are sharing
knowledge & experience with others

10. it involves:
Setting individual CAREER OBJECTIVES;
which includes:
Assessing one’s interests, capabilities, values &
goals, examine alternative careers & making
decisions;
that may affect:
Current Job;
and includes planning about:
How to progress in the DESIRED DIRECTION.

11. Linking Career Planning, Human
Resource Planning
INDIVIDUAL CAREER PLANNING HUMAN RESOURCES PLANNING
Personal Objectives & Life Plans Business Objectives & Plans
Occupational & Organizational Ways to Attract, Recruit & Orient New
Choice Talent to the Firm
Methods for Matching Individuals &
Job Assessment Choice
Capabilities with Job Opportunities
Performance & Development Ways to Help People Perform
Planning & Review Effectively & Develop
Ways for helping Employees Prepare
Retirement
for Satisfying Retirement

12. helps individuals in:
Achieving their CAREER OBJECTIVES.
CD includes:
organizational PRACTICES;
that help employees to:
Implement CAREER PLANS.

13. CD Interventions & relevant Career
Stages, its Key Purposes & Intended
Outcomes:
 Realistic Job Preview
 Job Rotation & Challenging
Assignments
 Consultative Roles
 Phased Retirement

14. 
 Assessment Centers
 Mentoring
 Developmental Training

15. 2. Workforce Diversity Interventions
Diversity: It results from people who bring
different resources & perspectives to the
workplace & who have distinctive needs,
preferences, expectations & lifestyles.
“In order to gain competitive advantage, it
is very vital to manage that diversity
accordingly”

16. General Framework for
Managing Diversity
External Pressures For & Against
Diversity
Management
Prospective &
Priorities
Strategic
Responses Implementation
Internal Pressures For & Against
Diversity

17. INTERNAL & EXTERNAL PRESSURES Facing
each Organization in Context of Diversity are:
 Personal Needs & Work Motivation of
Different Cohorts
 Old Workers
 Young Workers
 Work Design
 Reward System
 Career Development
 Gender Inequity
 Example of European retail company

18.  Critical area in diversity management
 Unequal distribution of authorities
 Sensitive training can overcome the issue:
 Selection criteria
 Performance appraisals
 Develop & enforce appropriate rules

19.  American standards
 Banned all discrimination forms on the basis of mental
& physical disability.
 Modified many organizations to accommodate
people with disabilities.
 Work design
 Simplify the work.
 Career planning & development
 Let them aware of Career Opportunities.
 Performance management
 Goal Setting, Monitoring & Coaching performance.

20. Cultural diversity can be adopt by following
planned change interventions:
 Employee involvement
 These fulfill the need for participation in decision making
 Employee productivity can be increased by letting them
involve in different works among different types of groups.
 Reward System
 Flexi timing
 Work Locations
 Holidays

21.  Career Planning & Development
 It helps identify advancement opportunities in line
with their cultural values
 As cultures values differs, so each management
must match programs with them by such they can
improve:
o Job satisfaction
o Productivity
o Employee Retention

22. 3. Employee Stress & Wellness
Interventions
“Individual well-being or wellness comprises the
various life/non-work satisfactions enjoyed by
individuals, work/job-related satisfactions &
general health”

23. Leave Encashment [annual leaves]
 Medical Leaves
 Casual Leaves
Problems:
 Turnover
 Absenteeism
 Low performance

24. Physical Role
Subjective
Environment Clarification
• Pollution How the
Supportive
individual Behavioral
Individual Relationship
perceives
• overload Stress
occupational Cognitive Inoculation
Group stressors Training
• Poor Peer Health
Relation Physiological
Facilities
Organizational
Employee
• Poor structural Organizational Assistance
design
Program
Individual Differences
Cognitive/Affective Biological/Demographic

25. Stress management prevent negative stress
outcomes, either by;
• Changing Organizational conditions causing the
stress
Or
• Enhancing employees abilities to cope with them

26. There are two methods for diagnosing
stress:
a) Charting Stressors
b) Health Profiling
a) Supportive Relationships
b) Stress Inoculation Training
c) Health Facilities
d) Employee Assistance Programs