HRA

UNIT -4
Monitoring Impact of Interventions
Monitoring/ Tracking Impact of Interventions

An Intervention is a set of sequenced and planned actions or

events intended to help the organization to increase its
effectiveness.
For example: Goal Setting, Training, Reward System, etc.
Interventions purposely disrupt the status quo.
 Types of Interventions
• Human Process Interventions : are change programs that relate to
interpersonal relations, group, and organizational dynamics.
• Techno- Structural Interventions: are those change programs
focusing on the technology and/or structure of the organization.
• Focuses on :
• Global Competition
• Technological Changes
• Environmental changes
• Flexible-design oriented
• Highly adaptable
• Human Resource Management Interventions: These
interventions operates on the premise that employee
development and well- being can lead to increased
organisational performance.
• Targeted at developing, integrating and supporting the
employees.

• Strategic Interventions: Create change within the org. and its

relationship with ext. environment.
• Aimed at trans- organizational transformations, and
adjustment to change within and across org.
• Tracking and monitoring involves gathering information to
check that the intervention is being delivered well, is on
track to meet its objectives.

• It track and monitors the positive/ negative, direct/indirect,

intended / unintended change/impact produced by an
intervention.

• Impact of Interventions can be racked/ measured by

comparing with its related metrics.
HR analytics , should consider the following questions:
• Q1 What is the aim of intervention? i.e. which change is
required?
• Q2 What metrics exist at the moment that might help to test
for this change?
• Q3 Is there any need to create a measure/ metrics to assess
the impact of the Interventions.
 Evaluating Stress

• Stress is a condition of strain on one’s emotions thought processes

and physical conditions.
• Stress is necessary part of our lives , as it has both positive and
negative effects.
Evaluation of stress helps to recognize the degree to which we are
affected by the stress in our lives and then moves towards strategies
to make it better.
 Causes of Stress
• Career Concern
• Rotating Work Shifts
• Lack of Participation in Decision making
• Work Overload
• Work Underload
• Poor Working conditions
• Lack of Social Support
 Causes of Stress outside Work

• Racial, Cast and Religious Conflicts

• Civic Amenities
• Life changes
• Career Changes
 Techniques to Measure Stress levels
• The Perceived Stress Scale (PSS) is a classic stress assessment instrument.
• The Questions in this scale, ask about your feelings and thoughts during the last month.
• For each question choose form the following alternatives:
0-never, 1-almost never, 2-sometimes, 3-fairly often, 4-very often
• Q1. In the last month, how often have you been upset because of something that
happened unexpectedly?
• Q2. In the last month, how often have you felt that you were unable to control the
important things in your life?
• Q3. In the last month, how often have you felt nervous and stressed?
• Q4. In the last month, how often have you felt confident about your ability to handle
your personal problems?
• Q5. In the last month, how often have you felt that things were going your way?
• Q6. In the last month, how often have you found that you could
not cope with all the things that you had to do?
• Q7. In the last month, how often have you been able to control
irritations in your life?
• Q8. In the last month, how often have you felt that you were on
top of things?
• Q9. In the last month, how often have you found that you could
not cope with all the things that you had to do?
• Q10. In the last month, how often have you been angered because
of things that happened, that were outside your control?
 Determine PSS score by following these directions:

• First, reverse your scores for questions 4,5,7 and 8.

• On these 4 Qs. Change the scores like this:
0=4, 1=3, 2=2, 4=0
• Now add up your scores for each item to get a total.
• Individual scores on the PSS can range from 0 to 40 with higher scores
indicating higher perceived stress.
• Scores ranging from 0-13 would be considered low stress.
• Scores ranging from 14-26 would be considered moderate stress.
• Scores ranging from 27-40 would be considered high stress.
• Evaluation of stress levels helps to recognize the degree to which we are
affected by stress in our lives, and helps us move towards strategies to reduce
it.
 Mediation, Types and Evaluation mediation
process: moderation and interaction analysis

• Mediation is a process that helps resolve conflicts for

themselves in a mutually acceptable way in which everyone
engaged in the dispute meets with one or more trained
mediators.
• In a private setting, the mediator provides a sequential,
simple process for the parties to discuss their dispute along
with their feelings, perceptions and needs.
 Mediation Process

Six Steps in Mediation Process:

 Agree to mediate
 Gather points of view
 Focus on interest
 Create win- win options
 Evaluate options
 Create an Agreement
 Types of Mediation

• Evaluative Mediation:
• In this mediators are more likely to make recommendations
and suggestions and to express opinions.
• Mediator is more “ involved” in terms of the mediator
suggesting or proposing practical results and effectively
attempting to bring the parties to a resolution.
Facilitative Mediation:
• Also called traditional mediation, here an expert or a professional
mediator attempts to facilitate negotiations agreement between the
parties in dispute.
• Rather than making recommendations and suggestions or forcing a
decision, the mediator urges and encourages disputants to arrive at their
own voluntary solutions by investigating each other’s more profound
interests.

Transformative mediation:
• Instead of seeking resolution ( a settlement / agreement), this type of
mediation seeks to change (transform), party interaction, perception and
approach to conflict.
Court- Mandate Mediation:

Compulsory mediation is to bring the parties to mediation

process. It is the process of coercion into mediation, but not
coercion within mediation.
 Moderation Analysis

• Moderators are responsible for the facilitation review, and

guidance of a discussion or a debate and its related interactions.
• Moderators use a standard or guideline to ensure that all the
content shared during a discussion or debate is appropriate and
adheres to the organizations rules.
• A moderator analysis is used to determine whether the
relationship between two variables depends on (is moderated
by) the value of a third variable.
 Interaction Analysis

• Objective and systematic observation of interaction between

parties in dispute.
• Verbal and nonverbal interaction, Initiation, Responses,
Silence, Accept feelings, Arguing, Listening, Lecturing, etc.