INTERVENTION AS A TOOL

Inferring from the surveys conducted, it has been found out that the TAQ department needs to play a wider role in the functioning of the organization and increasing its visibility in the eyes of other departments. A strategic intervention model can be proposed to improve the functional efficiency and communication between the TAQ team members. The different types of intervention are as under:-

Introduction: This model helps us how to identify and solve problems. For the first step, we should of course know what's the problem. Second, think of ways on how to solve it by generating alternative solutions. Next is figuring what is the best solution among the solutions formulated. Therefore evaluation of the solutions possible effects and evaluating if it's relative to goals are necessary for us to be able to select the most possibly effective solution. Lastly, try it and see what happens next, whether it worked or not. This is the implementation and following up on the solution. It needs to be followed up so we'll know if the selected and implemented solution worked or not. If it did not work, we'll at least be able to figure out where we went wrong and eliminate the wrong solution. The steps involved in human process interventions are: 1. Define the problem 2. Generating alternate solutions 3. Evaluate and select alternatives

4. Implement and follow-up on the solution

1. Human Process Intervention: This intervention focusses on providing human touch to the task. Encouraging team work and building communication are the key factors of this kind of intervention. The examples of human process intervention are as under:

2. structural Intervention This step includes designing the structure of the all the tasks of the TAQ department, including the roles, responsibilities, duties, etc to be performed along with the accountability of each of the members in the team. A clear and detailed structure should be made and follow up should be done after every change in the policy of recruitment and roles and responsibilities of the members.

3. Human Resource Management Intervention This includes preparing a schedule for holding weekly/fortnightly review meetings which will focus on peer-to-peer evaluation amongst colleagues in the TAQ department and

widening knowledge about other functions of Human resources and various other organizational functions. This would facilitate more communication and would go a long way in solving recruitment lag-time related problems in various departments as found in the survey.

4. Strategic intervention Strategic intervention happens at a strategic level while evaluating individual and team performances. At an all department level, intervention activities should be synchronized so as to achieve synergies towards achieving organizational/business goals. The intervention process needs to be institutionalized in order to achieve enhanced organizational performance.

The factors affecting the institutionalization process are as under:

The intervention characteristics are as under: