The document outlines various interventions for career planning and development, workforce diversity, and employee stress and wellness. It emphasizes the importance of managing career stages, individual and organizational goals in career development, and the necessity of addressing workforce diversity to improve employee satisfaction and productivity. Additionally, it highlights the significance of addressing employee wellness and stress through supportive organizational practices and interventions.

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