INTRODUCTION
The topic that I have chosen is Human Process Interventions. Human Process Interventions means derive probably from the disciplines of psychology and social psychology and the applied fields of agencies dynamic and human members of the organization". Follow the theory of human system, DeSimone and Werner (2009 ,p. 498 ) outlined that " Human system- headquartered interventions are directed at bettering interpersonal, intragroup and intergroup relation". OD packages focused extra on interpersonal dynamics and social relation. The purpose of the exchange is to make the enterprise obtain the full abilities of productiveness and profitability, to be capable to remedy it does possess problems. The first journal article based on the topic is Organisation Development and Strategic Intervention for Enterprise Sustainability: Empirical Evidence from Nigeria. Author of this article is Khairuddin Idris (Ph.D). The second article is Understanding Large Group Intervention Processes: A complexity theory perspective by the author Michael J. Arena, PhD. The last article is Evaluating Group Interventions: A Framework for Diagnosing, Implementing, and Evaluating Group Interventions by the two authors Jacob de Lichtenberg and Manuel London. Based on these articles the authors mainly concern about how to help facilitators use current intervention idea and study to consultant their observe. Other than that, the significant relationship between teamwork and performance, for that reason the gain knowledge of endorsed human method interventions by means of workforce building within the business enterprise considering the fact that group-constructing interventions are directed in the direction of the evaluation of the effectiveness of workforce procedures similar to main issue solving, determination making and interpersonal relationships, a diagnosis and dialogue of the disorders and joint consideration of moves required to toughen effectiveness. Lastly, tackle more appropriately than usual items the complexity, unpredictability, and turbulence associated with in today’s firms.

BACKGROUND
According to the first article concept that used in this article is Organization development intervention (ODI) which is an intentionally deliberate, organisation wide effort to increase a group's effectiveness or efficiency. OD theorists and practitioners outline it in more than a few methods. Its multiplicity of definition displays the complexity of the self-discipline and is in charge for its lack of expertise. Organizational progress intervention (ODI) refers to any practice that serves to deliberately beef up difficulty solving and renewal procedures in businesses (French and Bell, 1998). According to the second article the author concern about large group intervention which is a subtopic in Human Process Intervention. Large group intervention is basically collaborative inquiries into organizational systems, practices, and tactics that are designed to create alignment around strategic course and process-extensive disorders. The some practical Large Group Interventions: Core propositions | Search Conference | Future Search | Whole Scale Change | Open Space | 1. Emergent Properties | “our turbulent environment” | “prouds & sorries” | “mads, sad, & glads” | “market place” | 2a. Self-reference | “our system’s history” “common ground” | “focus on our history “common ground” | “valentines” | “small group conversations” | 2b. Rearrangement | “action planning” | “take action” | “system-wide action planning” | “morning news” “evening news” | 2c. Interdependence | “event agenda” “design principle 2” “documentation” | “event agenda” “documentation” | “event agenda” “one brain / one heart” “table report outs” | “bulletin board” “dynamics of circle” “news room” “four principles” | 3. Radical Change | “our current system” “shared fields” “most desirable system” | “focus on the present” “discover common futures” | “D x V x F > R” “preferred futuring” “max / mix model” “critical moments” | “small group conversations” “law of two feet” |

The final article, the author about group facilitation which means a method the place an man or woman who's agreed upon and suited to all of a gaggle's members intervenes to aid the workforce in fixing problems and making selections to improve productiveness and efficiency however who has no authority to make selections.

SUMMARY
Institution progress intervention (ODI) is a deliberately deliberate, corporation-broad effort to expand a group's effectiveness or effectively. Many firms in these days fail to exist seeing that they lack the systems for sustainability in term of intervention. With the intention to revive the company from low level of profitability, customary conflicts among the stakeholders, clients dissatisfaction / low pleasant of provider and high unethical practices among the many staff to mention only a few, the be trained becomes pertinent. The principal purpose of this gain knowledge of is to diagnose and check excellent employer progress intervention method for ABC professional health centre, Akure, Ondo State, Nigeria.
This article evaluates giant group interventions as organizational exchange ways that handle more correctly than usual units the complexity, unpredictability, and turbulence related to in these days’ corporations. Large crew interventions are provided as a means to facilitate organizational exchange from a complexity science viewpoint.
This article presents a framework for crew facilitators to determine desires for interventions, prefer and/or design the interventions, and evaluate the effects of the interventions over time. The cause is to aid facilitators use present intervention conception and study to consultant their apply.

ANALYSIS
The authors argue that organisational model help to have an understanding of extra precisely and concisely the corporation under study (Howard, 1994). So that the author try to adopt Weisbord‟s Six-Box model (1976). It focuses on relationships that exist within the organization. Such as the interplay that exit among units of the employer from its cause, constitution, technology as much as the management and environmental influences to say few. Weisbord‟s identifies money, time, power, folks, idea because to enter that a business enterprise want while the output involves the products and offerings produced through the supplier. In addition, the model was once adopted due to the fact it concentrates on inside problems that affect enterprise performances principally in the field of interaction within the employer like ABC specialist health facility case. That's, Weisbord‟s mannequin establishes a systematic approach for examining the relationships among variables that impact how a group is managed (Weisbord‟s, 1976). In the other article the author try to argue about interventions increase an organization’s potential for amplifying ideas and generating radical change through self-organization of large group interventions. The author said that Large Group Interventions units encourage the simultaneous participation of many participants across the institution, and as a consequence aid to cut back resistance, encourage motivation, and construct procedure possession across the complete system (Sullivan et al., 2002). This audit concentrates on just four of the first twelve models examined by Bunker and Alban: Future Search, Search Conference, Whole Scale Change and Open Space for three essential reasons. The Search Conference is set up on a simple idea of participative vote based system and involves six essential stages. They include: an ecological output, examination of history, present procedure assessment, most attractive strategy, activity arrangement and execution. The Future Search model includes the following stages: a chronicled assessment, present inclinations, present substances, a perfect future, a typical future and making a move. A noteworthy quality of Future Search is the procedure's ability to find a unique ground that goes about as a preparation toward making a favoured future. Entire Scale Change is utilized as a part of a kind of purposes practically identical to vital arranging, work configuration, and custom change where the whole framework takes part in the exchange strategy at a particular element in time (Jacobs, 1994). The Open Space models is headquartered on the observation that individuals can get matters executed and make their own future, truant foreordained motivation, structures, and obligations (Owen, 1997).
The next article the creators utilized different stage models of gathering procedure recommend how gatherings create and the issues and open doors for intercession that emerge along the way. Facilitators are guided by a comprehension of gathering motion, for example, the fundamental frameworks show that they created in this article. The components in this model, like those exhibited more often than not messages on workforce system (Baron and Kerr, 2003), can be utilized to analyse group goals, outline mediations, and screen their impact. The components are normally not fair, and any intercession is liable to affect various variables without a moment's delay and after some time. Wageman, Hackman, and Lehman (2005) highlight five conditions that are basic to effective gathering working: being a "genuine group which implies one with clear constrains, a common reason, and stable investment; having a persuading course with testing goals and reason and clear results of accomplishment and dissatisfaction; having a structure, including clear undertaking parts and a plan of reason, creation, and guidelines of conduct; having an in number various leveled setting, including resources, bolster, direction, and get ready; and having an authority pioneer and facilitator who minimizes the first experience with procedure hardships and opens up chances for synergistic system gets.

EVALUATION
According to my perception, the authors explain how to diagnosing, implementing, and evaluating interventions with large group of people in organization development and changes. Even though the three authors used different methods and models to identify, implement and evaluate the intervention but they still do earlier practice, current evidence, conception, an investigator, policy makers or practitioners, new technology, or commercial pursuits for evaluation. The three authors mention that, the human invention process is important to every organization and they also give the solution for the problem that face by the team.

CONCLUSION
In conclusion, the three articles are incorporate on the interventions advice vast sweeping changes to the group established the principal success motives indicated and there have an effect on the quality process of the institution. Then, it retaining in intellect the diagnostic findings also notices that these suggestions may or might not be authorised with the aid of management workforce. It strong conservative detail among the administration workforce is an imperative component cannot be omitted and it's going to determine the viability of the organization within the coming year. Moreover, encourage workforce facilitators to study intervention literature that they consider will probably be beneficial and use these competencies to set targets, enforce interventions, and evaluation the effects of their interventions. So these are the information that I get and study from Human process Intervention based on the articles.

REFERENCES * Jacob de Lichtenberg and Manuel London. (2008). A Framework for Diagnosing, Implementing, and Evaluating Group Interventions. A Research and Applications Journal. 9 (-), pg 37-48. * Samuel Olutokunbo Adekalu,Khairuddin Idris&Kabiru Ishola Genty. (2014). Organisation Development and Strategic Intervention for Enterprise Sustainability. British Journal of Arts and Social Sciences. 16 (11), pg 156-171. * Michael J. Arena. (2009). Understanding Large Group Intervention Processes. Organizational Development Journal. 27 (1), pg 49-65. * Helen Lewis . (2004). Evaluation and Assessment of Interventions.Available: http://www.beyondintractability.org/essay/evaluation. Last accessed 23/10/2015. * -. (-). Planning, Implementing, and Evaluating an Intervention—An Overview . Available: http://www.cdc.gov/violenceprevention/pdf/chapter1-a.pdf. Last accessed 23/10/2015.