Human Resource Management Interventions: Career Planning and Development, Workforce Diversity, and Employee Stress and Wellness.
A REPORT ON
Human resource management interventions: career planning and development, workforce diversity, and employee stress and wellness.
A Report submitted in partial fulfillment of the requirement of MBA program of IIPM, NEW DELHI.
Under the Sincere Guidance Of
SUBHASH GUPTA
BY T V SAMRAT GUPTA SEC- SF4 Roll no: 58 ISBE-A/SS (2010-12)
Contents INTRODUCTION 3 CARRIER PLANNING AND DEVELOPMENT INTERVENTIONS 3 CAREER STAGES 4 CAREER PLANNING 6 CAREER DEVELOPMENT 8 CARRIER DEVELOPMENT INTERVENTIONS 9 ROLE AND STRUCTURE INTERVENTION 11 Individual employee development 12 Individual employee development 13 PERFORMANCE FEEDBACK AND COACHING 13 Workforce diversity interventions 14 A GENERAL FRAMEWORK FOR MANAGING DIVERSITY 14 WORK DIVERSITY DIMENSIONS AND INTERVENTIONS 15 GENDER 17 RACE/ETNICITTY 17 SEXUAL ORIENTATION 18 DISABILITY 18 CULTURE AND VALUES 19 EMPLOYEE STRESS AND INTERVENTIONS 19 Work Leaves 20 STRESS MANAGEMENT PROGRAMS 21 Definition and modal for stress management 22 OCCUPATIONAL STRESSORS 22 INDIVIDUAL DIFFERENCES 23 ALLEVIATING STRESSORS AND COPING WITH STRESS 24 Health Facilities 27 CONCLUSION 27 Bibliography 28
INTRODUCTION
This chapter presented three major human resources interventions: - career planning and development, workforce diversity interventions, and employee stress and wellness interventions. Although these kind of changes programs generally are carried out by human resources specialists , a growing number of O.D practitioner are gaining competence in these areas and interventions are increasingly being included in OD programmers.
CARRIER PLANNING AND DEVELOPMENT INTERVENTIONS
Career planning and development have been receiving increased attention in organization. Growing number of managers and professionals staff are seeking more control over their work lives. Organization members are not willing to have their career “just happen” and are taking an active role in planning and managing them.
For
Human resource management interventions: career planning and development, workforce diversity, and employee stress and wellness.
A Report submitted in partial fulfillment of the requirement of MBA program of IIPM, NEW DELHI.
Under the Sincere Guidance Of
SUBHASH GUPTA
BY T V SAMRAT GUPTA SEC- SF4 Roll no: 58 ISBE-A/SS (2010-12)
Contents INTRODUCTION 3 CARRIER PLANNING AND DEVELOPMENT INTERVENTIONS 3 CAREER STAGES 4 CAREER PLANNING 6 CAREER DEVELOPMENT 8 CARRIER DEVELOPMENT INTERVENTIONS 9 ROLE AND STRUCTURE INTERVENTION 11 Individual employee development 12 Individual employee development 13 PERFORMANCE FEEDBACK AND COACHING 13 Workforce diversity interventions 14 A GENERAL FRAMEWORK FOR MANAGING DIVERSITY 14 WORK DIVERSITY DIMENSIONS AND INTERVENTIONS 15 GENDER 17 RACE/ETNICITTY 17 SEXUAL ORIENTATION 18 DISABILITY 18 CULTURE AND VALUES 19 EMPLOYEE STRESS AND INTERVENTIONS 19 Work Leaves 20 STRESS MANAGEMENT PROGRAMS 21 Definition and modal for stress management 22 OCCUPATIONAL STRESSORS 22 INDIVIDUAL DIFFERENCES 23 ALLEVIATING STRESSORS AND COPING WITH STRESS 24 Health Facilities 27 CONCLUSION 27 Bibliography 28
INTRODUCTION
This chapter presented three major human resources interventions: - career planning and development, workforce diversity interventions, and employee stress and wellness interventions. Although these kind of changes programs generally are carried out by human resources specialists , a growing number of O.D practitioner are gaining competence in these areas and interventions are increasingly being included in OD programmers.
CARRIER PLANNING AND DEVELOPMENT INTERVENTIONS
Career planning and development have been receiving increased attention in organization. Growing number of managers and professionals staff are seeking more control over their work lives. Organization members are not willing to have their career “just happen” and are taking an active role in planning and managing them.
For
Bibliography: * Book- Organization Development and Change BY “Thomas G. Cummings & Christopher G. Worly * www.wikipedia.com