HUMAN RESOURCE MANAGEMENT AND INTER-GROUP INTERVENTIONS

INTRODUCTION & MEANING

HRM Interventions are rooted in the disciples of Economics and Labour Relations and in the applied personnel practices of wages and compensation, employee selection and placement, performance appraisal, and career development. HRM includes the following change programs: 1. Goal Setting- This change program involves setting clear and challenging goals. It attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives.

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2. Performance Appraisal- This intervention is a systematic process of jointly assessing work related achievements, strengths and weaknesses. 3. Reward System- This intervention involves the design of organizational rewards to improve employee satisfaction and performance. It includes innovative approaches to pay, promotions and fringe benefits.

HRM INTERVENTIONS
Human Resource interventions are concerned with the ways of managing people in a more effective way. These interventions are traditionally associated with the human resource management function and are increasingly becoming an integral part of the change management activities. Activities such as career planning, managing work force diversity, managing employee wellness are explained as under:

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Career Planning & Development- These interventions helps people choose organizations and career paths and attain career objectives. It generally focuses on managers and professional staff and is seen as a way of improving the quality of their work life. Managing Work Force Diversity- Important trends such as the increasing number of women, physically and mentally challenged people in the work force, require a more flexible set of policies and practices. Employee Stress and Wellness- These interventions include employee assistance programs that help employee deal with mental health, marital and financial problem. Stress management programs helps workers cope with the negative consequences of stress at work.

INTER GROUP RELATIONS INTERVENTIONS

Intergroup OD Interventions attempts to bring to surface underlying problems to use joint problem solving, to correct mis-perceptions between groups and to re-open new channels of communications. There are two major types of Interventions 1. Microcosm Groups 2. Inter-group Conflict Resolution

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1. Microcosm Group uses members from several groups to help solve organization wide based problems. Whereas Inter group conflict resolution helps two group works out dysfunctional relationships. Application stages of Microcosm GroupsMicrocosm group consists of small number of individuals who reflect the issue being addressed.

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The process of using a microcosm group to address organization wide issues involves the following step: 1. Identify an issue 2. Convene the group 3. Provide group training 4. Address the issue 5. Dissolve the group

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Intergroup Conflict Intervention- is designed specifically to help two groups or departments within an organization resolve dysfunctional conflicts. Intergroup conflicts is neither good nor bad in itself and in some cases, conflict among departments is necessary and productive for organizations. This applied where there is little interdependence among departments and conflicts or competition among them.

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Its application- A basic strategy for improving inter departments or inter group relationships is to change the perceptions that the two groups have of each other. Following is the 10 step procedure for accomplishing this 1. A consultant external to the two group obtains their agreement to work directly on improving inter-group relationships. 2. A time is set for the two groups to meet preferably away from their normal work situations. 3. The consultant together with the managers of the two groups, describes the purpose and objectives of the meeting: to develop better mutual relationships , explore the perceptions the group have of each other and formulate plans for improving the relationships.

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4. The two groups are assigned two separate rooms and asked to write their answers to the questions. Eg: A. What qualities or attributes best describe our group? B. What qualities or attribute best describe the other group? C. How do we think the other group will describe us? 5. After completing their lists , the two groups reconvene only the two representative are allowed to talk. The primary objective at this stage is to make certain that the images , perceptions and attitudes are presented as accurately as possible.

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6. When it is clear that the two groups thoroughly understand the content of the lists, they separate again. By this point, a great number of misperceptions have been brought to light. 7. The task of the two group is to analyze and review the reasons for the discrepancies. 8. When the two group have worked through the discrepancies; they meet to share both the identified discrepancies and their problem solving approaches. 9. The two group are asked to develop specific plans of actions for solving specific problems and for improving their relationships. 10. When the 2 groups have gone as far as possible in formulating action plans, at least one follow up meeting is scheduled so that the groups can report on actions that have been implemented.