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
T V SAMRAT GUPTA
Roll no: 58
CARRIER PLANNING AND DEVELOPMENT INTERVENTIONS3
CARRIER DEVELOPMENT INTERVENTIONS9
ROLE AND STRUCTURE INTERVENTION11
Individual employee development12
Individual employee development13
PERFORMANCE FEEDBACK AND COACHING13
Workforce diversity interventions14
A GENERAL FRAMEWORK FOR MANAGING DIVERSITY14
WORK DIVERSITY DIMENSIONS AND INTERVENTIONS15
CULTURE AND VALUES19
EMPLOYEE STRESS AND INTERVENTIONS19
STRESS MANAGEMENT PROGRAMS21
Definition and modal for stress management22
ALLEVIATING STRESSORS AND COPING WITH STRESS24
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 example:-a study by the hay group founded that technology professionals were willing to leave the job for better carrier development opportunities. Many organizations –like G.E, Xerox, Intel, Giba –geigy, Cisco system, Quaker oats and Nonvoter UK, among others have adopted career planning and development programmers. These programmed have attempted to improve the quality of work life for managers and professionals, enhance their performance ,increase employee retention ,and respond to equal employment and affirmative action legislation . Companies have discovered that organizational growth and effectiveness require career development programs to ensure that needed talent will be available. Competent managers are often the scarcest resource. Many companies also experience that high cost of turnover among recent college graduates, including MBA,s the turnover can reach 50% after 5 years . Career planning and development help attract and hold such highly talented people and can increase the chances that their skills and knowledge will be used. Recent legislation and court actions have motivated many firms to set up career planning and development programs for minority and female employees, who are in short supply at the middle and upper management level. Organizations are discovering that career development needs of women and minorities often requires special programs and the use of non traditional methods such as integrated system of recruitment, placement and development .similarly age discrimination laws have led many organizations to set up career programs aimed at older managers and professionals. Thus career planning and development increasingly being applied to people at different ages and stages of development – from new recruits to those nearing retirement age.
So, career planning is concerned with individual choosing occupations, organizations and positions at each stage of their career...