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Workforce Diversity Intervention

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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5K views11 pages

Workforce Diversity Intervention

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.

Uploaded by

saad124
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
  • Introduction: Introduces the Workforce Diversity Intervention project and its contributors.
  • What is intervention?: Explains the concept of interventions, describing their purpose and impact in organizations.
  • HRM Intervention: Details how HRM interventions support organizational change and development through various practices.
  • Interventions under HRM: Lists different types of HRM interventions, focusing on performance and development strategies.
  • Workforce Diversity Intervention: Discusses the importance of workforce diversity, identifying differences and adaptations needed from HR systems.
  • Managing Workforce Diversity: Highlights strategies for managing diversity, emphasizing responsive HR policies for varied workforce needs.
  • Work Diversity Dimensions and Interventions: Examines the various dimensions of work diversity and correlating HR interventions needed.
  • Diversity Categories and Solutions: Provides a comprehensive table of diversity categories, trends, implications, and interventions.
  • Conclusion: Concludes the presentation with a thank you note.

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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