Human Resources
Diversity in Organizations
Workforce diversity recognizes the truth that people differ in many ways, noticeable or unseen, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture. HRM is a set of distinct actions, tasks and procedures that are aimed at drawing in, directing and continuing an organization's human resources. The HR function has grown considerably over the past few decades and now covers the whole range of people management processes. There are dissimilar views about the nature of HRM and there exists a massive variety of HR practices accepted by various organizations. Nonetheless, it is broadly accepted that the key practices of HRM include recruitment and selection, training and development, performance management and pay (Shen, Chanda, D'Netto & Monga, 2009). In order for a company to be successful they must have a workforce diversity program in place (Kramar, 2010).
Recruitment and Selection
Human resource managers typically bring people into the company and promote workers who fit or have values like those of the decision makers. Human resource professionals and line managers who recruit and interview job seekers in a multicultural workforce need to be conscious of the ways in which the interviewers' viewpoints, attitudes, and stereotypes influence interview behavior (Shen, Chanda, D'Netto & Monga, 2009). To facilitate the external recruitment of diverse employees, Peoples Bank of Quebec proposes the following processes:
Set up a process to facilitate recruitment and selection of employees from minority groups
Improve the visibility and image of the Bank in minority groups
Train managers on the staffing and recruitment policies as well as the selection tools which promote diversity (Panaccio & Waxin, 2010).
The banks plan is very good in that they are proposing to train their managers in regards to the recruitment policies and the selection tools that they will have access to. An additional training that needs to take place is that of actual interviewing techniques and processes. It is very helpful if those people who are conducting the interviews actually know who to conduct one.
Training and Development
High quality diversity awareness training is one HR function that improves the effective incorporation of diverse group members. Awareness training builds a widespread understanding of the value of diversity, assisting in building social unity so that it improves individual...
Diversity Orgs The following table covers the websites: National Women's Law Center http://www.nwlc.org This org works to make changes in the legal environment concerning women and girls. Human Rights Campaign https://www.hrc.org/ LGBT rights org. Civil rights org, raises awareness, launches campaigns, highlights issues Equality Federation http://equalityfederation.org/ Fighting for LGBT rights, especially at the legal level The status of women in the United States for most of its history has been quite poor, with respect to rights and opportunity. For most of
Diversity of a climate in an organization is reflected in the attitudes of the organization's members towards diversity. As a manager, the diversity climate can be addressed by understanding the level of diversity in the organization, its diversity climate and then implementing strategies to improve both. There are significant benefits to improving an organization's diversity climate. A superior diversity climate has been found to improve the recruitment, promotion and retention
Managing Diversity in Organizations Diversity can be described as the manner of recognizing, appreciating, accepting, respecting, and reveling dissimilarities among individuals with regards to age, class, ethnicity, sex, physical and intellectual capability, race, and sexual orientation (Esty et al., 1995). Diversity has become a significant and beneficial component for organizations. With the constant increase in globalization, organizations have been forced to diversify their set of personnel in the work environment. Employees
Changing Diversity and the Workplace Introduction Changing diversity is a major trend affecting the U.S. workforce and the demographics of virtually every organization. Demographics are destiny, as the common saying goes (Wolfe, 2017), and in the U.S. the future is being determined right now: families are shrinking, the population is graying, and the U.S. workforce is becoming more diverse (Buckley & Bachman, 2017). This diversity includes increases in women in the workplace
Diversity Profile and Plan -for a public or non-Profit organization. Description and Overview In the current scenario, the U.S. workforce has turned out to be more diversified than any time in U.S. history. Efficiency and effectiveness today can be gauged from how employers manage and handle this diversified workforce. The current demographic shift has been caused by the growth in not only Asian but also African-American, as well as, Latino communities. Growth
Diversity management is one of the key issues facing corporate America today. Higher number of female workers along with influx of immigrants from various racial and ethnic backgrounds in the workforce has prompted a need for diversity management because lack of the same can cause serious legal and performance problems. Diversity management refers to the strategies that seek to create a positive and healthy environment for everyone at the workplace.
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