Areas

Question:

Explain The human resource management according to different areas.

1. Managing diversity in business:

Managing workforce diversity is of significant importance. Diversity at workplace occurs due to the presence of a broad mix of workers from different racial and ethnic backgrounds, national cultures, age and gender (Berglund et al. 2014). It has been observed that the older employees have a lower rate of avoidable absence than younger employees; however, they have a higher rate of unavoidable absence.

Workplace principles of diversity:

The employees should treat each other with respect and dignity.  The team leaders make the decision genuinely based on equality and fairness. The human resource management maintains a highly skilled, diverse and effective workforce. The human resource management gives high value to employees and encourages them by providing opportunities to develop their potential (Bouarara et al. 2014).  The human resource management develops a supportive workplace culture which allows the employees to balance their responsibility at workplace and in their personal life.

Important areas for engagement with stakeholders:

The human resource management considers certain areas for engaging with the stakeholders such as respect, equity and diversity. The work culture must be respectful, courteous and fair enough to provide value to the employees. It has been observed that positive workplace culture has been implemented according to the values of the employees in the workplace (Budhwar et al. 2013). On the other hand, equity and diversity is the key component for managing the stakeholders.   Respect, equity and diversity have created a positive and respectful culture to improve the performance of the employees. Therefore, valuing and capitalizing on employee diversity has created a positive environment at the workplace.

As per the strategic plan of Tesco, the organization has planned to implement proper cultural diversification at the workplace. The organization has selected an operation plan to implement a correct arrangement of the employee structure based on gender, age and cultural difference.

Yes, the example plays an important role in any organization because similarity between the demographic profiles between two organizations helps the employees to understand the importance of the diversity policy in the organization (Chabbott 2013). On the other hand, the human resource management implements the employee structure based on gender, age and cultural difference.

The human resource management observes the importance of a mixed culture strategy in the workplace.  It is understood that the human resource management will implement the employee structure on the basis of gender, age and cultural differences among the existing employees (Crutchfield 2014).

The human resource management has received maximum complaints regarding gender discrimination, cultural discrimination and unethical behavior of the employees.

The recruitment process will be fair, open and transparent. The applicant must be under the age group of 24 to 40 years. Interested male and female candidates can apply for the posts.

Therefore, the stakeholders may consult with the project managers and ask them about the requirement or information. If the stakeholders are the employees, they may consult with the human resource management about their required information.

If the stakeholder is an employee of the organization, then they may ask their questions directly to the human resource managers.

Managing workforce diversity

It has been observed that the human resource management has implemented a cultural diversity strategy in their workplace so that the organization can avoid cultural discrimination of the employees. Consequently, this has help improve employee satisfaction which in turn increase the productivity of the organization.

It has been observed the stakeholders come from different cultural backgrounds. The human resource management has implemented the cross cultural strategy to overcome the cultural discrimination at the workplace.

As stated by Kehoe and Wright (2013), many organizations have faced smaller cultural issues during the implementation stage. Therefore, the positive movement of the human resource management assured employees about “No Cultural and demographic discrimination”.

The human resource management has to implement a mixed cultural strategy in their recruitment process. For this the human resource management has to avoid demographic specifications in their recruitment advertisements. 

The human resource management would need to arrange recruitment processes within the organization, as this would help in reducing the interview cost. . If the human resource management has a low internal support regarding the policy, then the human resource management needs to implement some other strategies after observing the requirements of the other managers (Kerzner 2013). 

It has been found that the human resource management has faced issues while implementing the Workplace Conduct Policy because there was already some legislation in the organization. Therefore, the existing employees were not accepting new rules and regulation (Langley et al. 2013).

Yes, there was some small discrimination regarding the cultural difference. It has been noticed that an Irish employee had reported against an Australian employee for telling an unauthentic story about Irish culture (Mowday et al. 2013). On the other hand, another incident involving a male employee insulting a female employee was also known.

Multi-cultural workforce management strategy would bring success for the organization. On the other hand, the human resource management has implemented a

It has been observed that the human resource management has recruited the employees under the Appointment to Role Policy. The human resource management has implemented a merit-based appointment process in the organization. As stated by Nica and Potcovaru (2014), this strategy is essential to diverse the employees who were already attracted by their contribution and potential. Paterson et al. (2014) stated that diverse strategy of the human resource management has attracted It has been observed that the human resource management has implemented an electronic and written communication strategy for promoting the policy across the organization. It has been noticed that the human resource management has published new rules and regulation of the organization on the website (Prieto et al. 2012). The human resource management has also sent a copy of the rules and regulation through email. Additionally, the human resource management has printed out the rules and regulation on paper and has obtained the signature of employees on the same.

After implementing the strategy at the work place, the human resource management has implemented a monitoring process. As stated by Schmoldt et al. (2013), the risk has been associated by the previous experience of the employees. It has been observed that employees are associated with the previous policy. Therefore, violence may take place at the work place. The employees have created violence against these rules. Workplace violence is associated with physical injury or physical force against the co-worker at the workplace.

Workplace principles of diversity

The human resource management has implemented the survey process among the employees. The survey questions are based on their feelings, satisfaction, requirements, resolution and suggestion (Bouarara et al. 2014). The human resource management has understood the requirement of the employees such as training session, leave plan implementation and new motivational strategy. The survey process is a communication method between the human resource management and the employees.

The human resource management has implemented the survey for gathering and analyzing the information about the diversity policy and its implementation. The human resource management has gathered and analyzed the information about diversity, policy and its implementation (Budhwar and Debrah 2013). The human resource management has consulted with the key stakeholders about the strength and weakness of the existing strategy. The human resource management has implemented the new strategy based on the feedback of the stakeholders.   

The human resource management has implemented the diversity policy in the organization. The diversity policy will help the organization to improve the internal environment of the organization. The diversity policy will remove the age, gender and culture based discrimination in the workplace. The diversity policy would bring success in the organization.  Better workplace management will improve employee satisfaction (Crutchfield 2014). Therefore, the employees will provide the better customer service. The diversity policy is a combined form of various laws such as Federal Act 1979, State Law and Territory Law 2016 And European Union Act, 2011. The implemented diversity policy is effective enough to decrease workplace violation and increase employee satisfaction.

Reference list:

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