The discourse would outline strengths and weaknesses related to diversity in the workplace. 6. Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes. In fact, in many larger organizations, such as Hilton, manager- or director-level positions have been created to specifically manage diversity plans and programs. [1] From a human resource management standpoint, it’s important to note that diversity benefits both the organization and individuals. Usually, it is the case in organizations that there is a predominant majority of a particular race or ethnicity and various others in minority groups. Importance of Diversity M anagement in a Organization Introduction Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel and Brown 2005). Diversity, when talking about it from the human resource management (HRM) perspective, tends to focus more on a set of policies to meet compliance standards. Diversity in the workplace is necessary to create a competitive economy in a globalized world. If you were able to answer yes to more than half the questions, you are on the right track to managing diversity well. This paper critically reviews the literature on managing diversity through human resource management (HRM). There is no legislation to coerce or government incentives to encourage organizations to implement diversity management programs and policies. ... resources and rewards are uniformly distributed. Workforce Diversity The changing environment provides both the opportunities & threats to the human resource management of the organization. Affirmative action, on the other hand, “focuses on specified groups of people in the workforce because of several aspects such as historical discrimination…affirmative action, as opposed to managing diversity, is concerned with emphasizing the legal and social responsibility of the organization while managing diversity mostly focuses on business necessity” (Lynch 2002, p.211). Workforce diversity is considered one of the main challenges for human resource management in modern organizations. We discuss the major issues and objectives of managing diversity and examine the state of human resource diversity management practices in organizations. 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. Managing diversity is a key component of effective people management in the workplace (Black Enterprise 2001). Highlights the very latest trends and issues in global diversity that affect human resource management. Human resource management is the organizational function that manages all issues related to the people in an organization. It was found that the most prevalent strategy to increase awareness about workplace diversity was by communicating effectively, and listening attentively and asking questions about what one did not understand (4.01), followed by working with diverse others to achieve mutual goals (3.99); encouraging peers to be open in discussing their personal opinions, feelings, and reactions with oneself (3.79); educating oneself about differences … The HR manager should adopt such policies that can make possible the diverse workforce of employees. Academia.edu is a platform for academics to share research papers. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. Human resources do have a challenging role to play in organizational culture, as it is the employees who work for the organization, who embrace and improve a particular culture within the organization. This paper critically reviews the literature on managing diversity through human resource management (HRM). One of the factors that public sector human resource management deals with is the issue of diversity in the workplace. Stefan Süβ, Markus Kleiner, Diversity management in Germany: dissemination and design of the concept, The International Journal of Human Resource Management, 10.1080/09585190701638150, 18, 11, (1934-1953), (2007). Our focus on the People & Organization Development Team is to ensure that we are giving you the growth and development opportunities at the #1 public university in the world. Summary The objective of this essay "The Role Of HRM In Managing Workforce Diversity" is to proffer the role that HRM play in internationally located companies focusing on managing workforce diversity. With a detailed introduction setting the scene for the readings and cases, International HRM: Managing Diversity in the Workplace is ideal for students on MBA and executive courses in international human resource management and cultural diversity. That includes but is not limited to compensation, recruitment and hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, policy administration, and training. One of the central issues in managing diversity is to do with the majority and the minority perspective. Many organizations have developed diversity management plans that are tied to the written diversity policy of the organization. Managing Diversity is defined has the “planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized”. While recruiting, HRM faces major challenges i.e. Students are introduced to the HRM functional areas, including training, staffing, compensation/benefits, labor relations, and employment law, as well as softer skills such as leadership, managing workplace diversity, international HRM, conflict, and negotiations. Dedicated individuals would be required to manage the flow of diversities in the firms and also the budget and the professionals that would help in identifying and measuring metrics of the numerous initiatives required to attract, retain and manage a diverse workforce. This article outlines how this management practice emerged, and how it is enacted, and it identifies and critically discusses the two crucial areas of dissent or ambivalence within the diversity management discourse: first, the dimensionality of diversity management, and … Human resource management (HRM), the management of work and people towards desired ends, is a fundamental activity in any organization in which human beings are employed. CiteScore values are based on citation counts in a range of four years (e.g. Diversity is a key aspect of entrepreneurialism. selecting the best candidate and making the hired candidate familiar with the environment and culture.HRM has to select such candidates which are not only technically expert but socially too because the company cannot receive expected output from employees wh… Human Resource Management for Managing Cultural Diversity: 10.4018/IJAMSE.2020010104: Manager awareness of culture and cultural diversity is subjective and as such, managers use their own cultural knowledge to make judgments on issues that Articles have been carefully chosen from a wide variety of cultural perspectives. Responsible human resources managers understand the challenges of diversity and proactively provide training and coaching. Companies are expanding to new international markets and hiring an increasingly diverse labor force every day. Unlike legislation that is implemented through sanctions, diversity management is a voluntary organizational action. GGSC cites research indicating that “individuals thrive when they are able to tolerate and embrace the diversity of the world.” Of course, the opposite is also true: intolerance undermines our well-being. Despite its strategic importance, the majority of models in this field implicitly consider workforce as a generic and homogeneous category, and do not take into account cultural differences among employees. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control. To put it in one sentence, personnel management is essentially “workforce” centered whereas human resource management is “resource” centered. Although a widespread management approach, diversity management is far from being a well-defined and unambiguous one. CiteScore: 8.5 ℹ CiteScore: 2019: 8.5 CiteScore measures the average citations received per peer-reviewed document published in this title. Other Resources. Case applications provide real life examples of successes and problems in a variety of countries. Diversity in the boardroom is needed to leverage a company’s full potential. Here at UC Berkeley, we value your growth and development throughout your career journey. Diversity is a wide subject matter that seeks to address the various differences among workers, which may include differences in race, … workplace diversity management effects on implementation of human resource management practices in the ministry of health, kenya. The Equal Employment Opportunity Commission (EEOC) oversees complaints in this area. We discuss the major issues and objectives of managing diversity and examine the state of human resource diversity management practices in organizations. This article focuses on the scope of HRM and its major subfields. The impact of globalization on the management of the human resource industry might just be the most challenging aspect of globalization, as HR managers must learn to navigate a complex maze of local and global customs, cultures and laws. It is self-initiated by organizations with a workforce from different ethnicities, religions, nationalities, and demographics. Demographic changes (women in the workplace, organiza- tional restructuring, and equal opportunity legislation) will require organizations to review their management practices and develop new and creative approaches to managing people. margaret n. wambari d53/pt/cty/20730/2010 a research project submitted to the school of business in partial fulfilment of the requirements for the award of degree of masters in business administration, (human resource Organizations should regularly review internal policies, especially those around harassment and equal opportunity, and make sure they reflect the most current laws and regulations. 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