Understanding HR Intervention: What Actions Can HR Take to Improve Workplace Dynamics?

Hi Akshatha,

Let me explain what HR Intervention really means and provide you with some examples.

HR Intervention refers to the actions taken by Human Resources professionals to address issues within an organization and improve the overall functioning of the workforce. These interventions are aimed at solving problems, fostering employee development, and enhancing organizational effectiveness.

Examples of HR interventions include implementing training programs to upskill employees, conducting conflict resolution sessions, creating diversity and inclusion initiatives, introducing performance management systems, and offering employee wellness programs.

I hope this clarifies the concept of HR Intervention for you. If you have any more questions or need further assistance, feel free to ask.

Best regards

Friend,

There are micro-level and macro-level HR interventions. There are also managerial HR interventions and operational or troubleshooting HR interventions.

For example, the Private Secretary of a Company MD, who at times behaves tougher than the MD himself but is 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 reporting to Seniors, thinking that the MD will only support his PA, and 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 inquiry, the truth came out. I called the PA for a chat, gave him a chair, a cup of tea, and after praising his efficiency (just a bluff from me), quietly informed him that the particular Manager is quitting the job because of his shouting. I also told him that once he quits, the reason will come out and be known to the MD. The fellow immediately apologized, and all were happy, and the MD had no idea. I called this operation or troubleshooting kind of HR intervention.

I found that some of our highly qualified Engineers designated as Assistant or Deputy 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 studies, and followed with a nice picnic with a few important customers. I call this Strategic HR intervention. There could be many such examples.

By the way, I am not an HR expert, and I have no HR qualification, but happened to become a GM after retirement from the Government.

I feel common sense is all that is needed, and HR for me is more an art than a science.

O. Abdul Hameed