Human Resource Management and Interventions

Interventions An intervention is something an organization undertakes when it needs to improve its performance and effectiveness. “OD interventions vary from standardized programs that have been developed and used in many organizations to relatively unique programs tailored to a specific organization or department” (Cummings, 2015). Interventions rely on four major types of planned change: human process interventions, technostructural interventions, human resource management interventions, and strategic change interventions. Human process issues have to do with improving interpersonal, intragroup and intergroup relations. Social processes such as communication, decision making, leadership, and group dynamics are some of the issues involved. It aims to improve individual performance and interpersonal relations while aiming to assist individuals develop skills and for group members to assess and resolve problems. Some of the interventions are: process consultation, third party intervention, team building, organization confrontation meeting, intergroup relations, and large-group interventions. Process consultation involves building relationships. It focuses on interpersonal relations and social dynamics occurring in work groups with the aim of helping build skills and understanding (Cummings, 2015). Third party intervention is aimed at healing dysfunctional interpersonal relations that cause conflict within an organization. Conflicts can involve work methods, or interpersonal issues. Team building allows for more creative ideas to flourish, increases understanding, increases effectiveness, and improves the ability to devise solutions. Organizational confrontation meeting, intergroup relations, and large-group interventions are “more system wide processes that focus on the total organization or an entire department, as well as on relations between groups” (Cummings, 2015). Technostructural interventions are designed to make products or services more efficiently.

References: Cummings, T. G. (2015). Organization development and change (10th ed.). Mason, Ohio: Cengage Learning.