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    This document discusses workforce diversity interventions in human resource management. It defines interventions as planned actions to increase organizational effectiveness by disrupting the status quo. HRM interventions develop, integrate, and support people through practices like performance management, goal setting, appraisals, rewards, career development, and addressing diversity. The document focuses on workforce diversity interventions, noting organizations must design HR systems to account for differences in employee demographics, needs, and lifestyles. It provides examples of diversity dimensions like age, gender, disability, culture and values, and sexual orientation, and the implications and interventions related to each.

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    Workforce diversity intervention

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    This document discusses workforce diversity interventions in human resource management. It defines interventions as planned actions to increase organizational effectiveness by disrupting the status quo. HRM interventions develop, integrate, and support people through practices like performance management, goal setting, appraisals, rewards, career development, and addressing diversity. The document focuses on workforce diversity interventions, noting organizations must design HR systems to account for differences in employee demographics, needs, and lifestyles. It provides examples of diversity dimensions like age, gender, disability, culture and values, and sexual orientation, and the implications and interventions related to each.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    Download as pptx, pdf, or txt
    4K views11 pages

    Workforce Diversity Intervention

    Uploaded by

    saad124
    This document discusses workforce diversity interventions in human resource management. It defines interventions as planned actions to increase organizational effectiveness by disrupting the status quo. HRM interventions develop, integrate, and support people through practices like performance management, goal setting, appraisals, rewards, career development, and addressing diversity. The document focuses on workforce diversity interventions, noting organizations must design HR systems to account for differences in employee demographics, needs, and lifestyles. It provides examples of diversity dimensions like age, gender, disability, culture and values, and sexual orientation, and the implications and interventions related to each.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 11

    HRM

    Interventions

    Workforce Diversity
    Intervention

    By: Saad Subbooh


    Aashna
    Jaya Gupta
    Anu Dhaka
    Naina Bhadana
    What is intervention?
     Itrefers to a set of sequenced or planned actions or
    events intended to help an organization increase its
    effectiveness.

     Interventions purposely disrupt the status quo to


    resolve specific problems and to improve
    particular areas of organizational functioning.
    HRM Intervention
     HRM interventions are used to develop, integrate, and
    support people in the organization.

     These practices include those change practices that are


    traditionally associated with the HR function of the
    organization

     Theseinterventions look at goal setting and appraisal


    systems, reward systems, career planning and
    development, stress management, and diversity.
    Interventions under HRM
    Interventions
    Performance management
    1.
     Goal Setting
     Performance Appraisal
     Reward Systems

    2. Developing and assisting Members

     Career Planning and Development interventions


     Work Force Diversity interventions
     Employee stress and Wellness interventions
    Workforce Diversity Intervention
     Researchers suggest and managers confirm that
    contemporary workforce characteristics are radically
    different from what they were 20 years ago.

     Diversity results from people who bring different resources


    and perspectives to the workplace and who have distinctive
    needs, preferences, expectations and lifestyles.

     Organizations must design HR systems to account for these


    differences.
    Managing Workforce Diversity
     This change program makes human resource
    practices more responsive to a variety of
    individual needs.

     Important trends, such as increasing number of


    women, ethnic minorities, and physically and
    mentally challenged people in the workforce,
    require a more flexible set of policies
    A General Framework for Managing Diversity

    External Pressures For and Against Diversity

    Mgt.
    Prospective &
    Priorities

    Strategic Implementation
    InternalResponses
    Pressures For and Against Diversity
    Work Diversity Dimensions and
    Interventions
    Workforce Trends Implications & Interventions
    Differences Needs

    Age • Median age up • Healthcare • Wellness Prog.


    • Distribution of • Mobility • Job Design
    ages changing • Security • Career planning
    and development
    • Reward System

    Gender • % of women • Childcare • Job design


    increasing • Maternity Leave • Fringe Benefits
    • Dual-income • Single Parents
    families

    Disability The no. of people with • Job Challenge • Performance Mgt.


    disabilities in • Job Skill • Job Design
    workforce increasing • Physical Space • Career Planning &
    • Respect & Dignity Development
    Workforce Trends Implications & Needs Interventions
    Differences

    Culture & Values • Rising immigrants • Flexible • Career Planning &


    & minority group organizational Development
    workers policies • Employee
    • Shift in rewards • Autonomy involvement
    • Affirmation
    • Respect

    Sexual Orientation • Number of same-sex Discrimination • Equal employment


    house holds opportunities
    • More liberal • Fringe benefits
    attitudes towards • Education and
    sexual orientation training
    Thank You !

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