A series of activities, actions, and events called an organization development intervention are aimed at enhancing the performance and effectiveness of an organization. The organization's readiness for deliberate change is crucial to the success of the intervention. Knowing how to encourage change, lead change, gain political support, manage a transition, and maintain momentum are just a few of the knowledge and abilities needed to manage planned change effectively. Human resource management interventions increase an organization's effectiveness by modifying its human resource practices and policies, including managing workforce planning, diversity, compensation and reward systems, and training and development. Methodology: The study's foundations are secondary and primary data gathered from a few carefully chosen PSEs in Visakhapatnam. In order to better understand organizational development interventions for managing change, the research study analyzed the perspectives of 650 executives at a chosen public sector business (PSE) in Visakhapatnam. The data collected from the respondents is analyzed using percentages, Chi-square, and ANOVA tests. Findings: Based on the study, it can be inferred that the chosen PSE is implementing human resource management interventions to manage the changes. Over 90.22 percent of respondents from the entire sample responded positively to this question. According to the affirmative responses of 57.13 percent of respondents from the entire sample, there is an application of human resource management intervention in certain PSE and to the satisfaction of its personnel. Originality/value: In order to manage change within the firm, the paper looked at human resource management initiatives. Human resource management interventions focus on the people's readiness towards the change in the organization.

Organizational Change, OD Interventions, Human Resource Management Interventions, Need, Objectives, Methodology, Findings, Suggestions, and Summary.