Human Resource Management Intervention

Human Resource Management (HRM) interventions targeted at developing, integrating and supporting the employees in an organization. These interventions operate on the premise that employee development and well-being can lead to increased organizational performance. There are three main HRM interventions: Performance Management, Developing Talent and Managing Workforce Diversity and Well-Being.

1. PERFORMANCE MANAGEMENT

“Performance management involves goal setting, performance appraisal, and reward systems that align member work behavior with business strategy, employee involvement , and workplace technology” (Cummings &Worley, 2009). Research has shown that organizations with a fully functional performance management system outlive those

Performing a needs assessment involves identifying the competencies of effective leaders so that a program can be developed that will equip persons with these competencies. A strategy assessment should be conducted as this involves equipping the relevant personnel with the knowledge that will be required to make strategic decisions. An organization assessment will determine whether the organization has the support system it needs to perform a leadership and management intervention. An individual assessment will determine who the suitable candidates for the training are.

Developing the objectives and design of the training is also an important step. The outcome objectives of the program must be decided upon as well as the ways in which certain results will be achieved. The training must be delivered using a method that is most appropriate for the audience. Finally, the training must be evaluated to determine whether it has accomplished its

Health care plans should be put in place for employees as a significant number of employees are seniors. The work design should be suited to the capabilities of these individuals. In terms of gender, it is important that the reward system be flexible to accommodate the demands of working mothers or pregnant women. HR should seek to eliminate race/ ethnicity conflict within the organization by having more training programs that will require all employees to cooperate. Also training programs that focus on conflict resolution and diversity in the workplace may be useful. Persons of various cultures may have different work ethics and it is important that HR recognizes this and use it to the advantage of the organization. Employees should be encouraged to be autonomous and training can assist in this area. Job rotation can also help to reduce diversity issues with employees as employees will be require to perform different tasks will may entail that they work with a different group of persons for a period of time and this may lead to the formation of relationships and the acceptance of cultural differences. It is also important that the organization be equipped with the tools ensure disabled persons are able to perform at their best regardless of their disabilities. The physical work space should be able to