¶ … Francoise Roy's Diversity Management Plan PBQ (Panaccio & Waxin case study) applying conceptual framework Shen, Chanda, D'Netto, Monga (2009) related readings.
Human resource management case 3 -- Diversity management plan
The current HRM context
The status of the personnel has evolved dramatically throughout the past recent century. The bases of the modern day labor force were set in the commencement of the Industrial Revolution, when the people moved from villages to towns to become factory workers. Then however, they were exploited, underpaid and forced to work and live in unsafe and unsanitary conditions.
Today however, the employees in the modern companies are protected by legislations, pursued by employers and cherished as the most valuable organizational assets. These changes were brought about by evolutions in the micro and macro environments, such as changing customer needs, environmental pressures, intensifying competition, technologic advent or globalization and market liberalization. Diversity in the workplace as such became a more important issue and it was important to integrate it in the human resource management programs.
The economic agents then develop and implement a wide array of strategies regarding their staff members. It is usually a common acceptation that the firms should develop and implement their own strategies based on their own features; still, despite this, the literature is filled with models and frameworks of how the HRM strategies should be developed and implemented.
One relevant example in this sense is represented by the conceptual framework created by Jie Shen, Ashok Chanda, Brian D'Netto and Manjit Monga (2009). The scope of this project then is that of assessing the diversity management plan implemented by Francoise Roy at PBQ through the lenses of the Shen, Chanda, D'Netto and Monga framework.
2. The conceptual framework
Jie Shen, Ashok Chanda, Brian D'Netto and Manjit Monga (2009) set out to reveal how diversity is and can be managed through programs of human resource management. Their analysis found that academicians and practitioners focused mostly on equal employment rights and affirmative action, yet placed little focus on diversity.
"Our review shows that inequality and discrimination still widely exist and HRM has focused mainly on compliance with equal employment opportunity (EEO) and affirmative action (AA) legislation. Our review reveals limited...
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The hotel's website should also have a section for job postings as well. Other cutting edge options are building real time conversations with hiring managers into the process, sending information through non-email methods, and tying the employment brand to the consumer brand (EBO Editor, 2009, b). There could be backlash, however, among internal candidates if they no longer receive seven days to apply before an external search is begun.
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