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.

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

13. Thank You