There are micro level and macro level HR intervention. There are also managerial HR intervention and operational or trouble shooting HR intervention.
For eg. the Private Secretary of a Company MD, who at times behaves tougher than MD himself, but junior in cadre compared to Managers, shouted at a Manager, that too in front of a customer. The Manager was so upset that he was going around with a long face. He was afraid of repofting to Serniors, thinking that MD will only support his PA, and the the Manager could end up in trouble. I noticed that this Manager, is very sullen and gloomy, though normally he is quite cheerful. After lots of enquiry, the truth came out. I called the PA for a chat, gave him a chair, a cup of tea, and after praising about his efficiency (just a bluff from me) quitely informed that the particular Manager is quitting the job because of his shouting. I also told him that once he quit, the reason will come out and will be known to MD. The fellow immediatgely apologised and all were happy and the MD had no idea. I called this operation or trouble shooting kind of HR intervention.
I found that some of our highly qualified Engineers designated as Asst or Dy Managers, are quite timid and get frightened of senior workers, and could not impress the customers. I arranged three short sessions of "Officer Like Quality" (OLQ), Transactional Analysis (TA) and Communication and leadership, with some case study, and followed with a nice picnic with few important customers. I call this Strategic HR intervention. There could be many such example.
By the way, I am not an HR expert and I have no HR qualification, but happened to become a GM after retirement from Government.
I feel Common sense is all that is needed and HR for me is more an art than a Science.
O. Abdul Hameed
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