Interventions [CLOs: 1, 2] Week Four’s assignment builds on the previous assignments and will be part of the final assignment. For this assignment, you will assume that the research supports the...

Running Head: WEEK 4 ASSIGNMENT
            
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WEEK 4 ASSIGNMENT
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WEEK 4 ASSIGNMENT
Table of Contents
Identification of the proposed intervention    3
Evaluate the purpose of the intervention    4
Recommended changes    5
How the intervention will help and/or fix the identified problem    6
References    8
Identification of the proposed intervention
Organization can never be static, it have to change itself according to the external changes required. It keeps on changing. Whether if organization planned for it or not. As mentioned by Lau, Lee and Chung (2019) Today’s organization is very different from tomorrow because of the people, who create and work in the organization changes over time. Any planned activity designed to achieve certain organizational goals are call Organizational Development interventions. However, the term intervention refers to the occurrence of the event. Nevertheless, in reality, Organizational Development initiatives are ongoing processes that are not just limited to a single development workshop. In this report, the change introduced is on whole organization level. Employee’s learning is the ongoing process in every organization. It conducts various plan and sessions to improve the learning base of every employee, no matters the level of the management. The problem is that every employee is different from one another, so as their learning process. Increasing working efficiency and galore opportunities is the long-term problem for every organization. The organization decided to disrupt the learning and development space. As stated by Johansson and Herranen (2019) with the introduction of the artificial intelligence technology in every space, every employee can chose and pick, what he or she wishes to learn. It is like the Netflix, when user see a type of movie (let us say thriller), the recommendation part shows more thrill show for the viewer. The artificial intelligence analytics on progress, scores and a report on how each acquired skill connects to organizational objectives. Thus, it will make human resources job a lot easier in some ways. As noted by Brishti, and Javed (2020) Human resources main function that is recruiting is probably one of the most complex internal business process. The main difference in this and other process is that it requires constant communication like complaint management, interviews, screening calls and many more. Employee wants customer training, support and career path information that a boss or leader cannot always provide. Artificial Intelligence offers the ability to scale a career development program or company coaching for each employee. This intervention sounds resounding foe the organizational change and for the future learning of the employee.
Evaluate the purpose of the intervention
Artificial Intelligence use in Human Resources will facilitate repetitive type of job and low value task. Therefore, it will increase focus more on the important strategic work. Artificial Intelligence tools automate common Human Resource tasks like benefits management or handling common questions or requests and learning and development of the employee. Technology is...