In fact, in many larger organizations, such as Hilton, manager- or director-level positions have been created to specifically manage diversity plans and programs. This paper critically reviews the literature on managing diversity through human resource management (HRM). 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. 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 Other Resources. ... resources and rewards are uniformly distributed. workplace diversity management effects on implementation of human resource management practices in the ministry of health, kenya. 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. Articles have been carefully chosen from a wide variety of cultural perspectives. We discuss the major issues and objectives of managing diversity and examine the state of human resource diversity management practices in organizations. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. Organizations should regularly review internal policies, especially those around harassment and equal opportunity, and make sure they reflect the most current laws and regulations. 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. It is self-initiated by organizations with a workforce from different ethnicities, religions, nationalities, and demographics. 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. 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 … CiteScore values are based on citation counts in a range of four years (e.g. 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. Managing diversity in the workplace means that businesses need to keep abreast of changing employer-related laws and trends, especially diversity-related changes. Diversity is a wide subject matter that seeks to address the various differences among workers, which may include differences in race, … This article focuses on the scope of HRM and its major subfields. Companies are expanding to new international markets and hiring an increasingly diverse labor force every day. 6. 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). Academia.edu is a platform for academics to share research papers. To put it in one sentence, personnel management is essentially “workforce” centered whereas human resource management is “resource” centered. The Equal Employment Opportunity Commission (EEOC) oversees complaints in this area. Human resource management is the organizational function that manages all issues related to the people in an organization. Companies sometimes need to recruit new talent for various reasons such as an increase in project scope, operations. The HR manager should adopt such policies that can make possible the diverse workforce of 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. Workforce Diversity The changing environment provides both the opportunities & threats to the human resource management of the organization. However, the predominant diversity issues in each country are different. Many organizations have developed diversity management plans that are tied to the written diversity policy of the organization. CiteScore: 8.5 ℹ CiteScore: 2019: 8.5 CiteScore measures the average citations received per peer-reviewed document published in this title. Workforce diversity is considered one of the main challenges for human resource management in modern organizations. 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. The discourse would outline strengths and weaknesses related to diversity in the workplace. 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. 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. 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… 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. One of the factors that public sector human resource management deals with is the issue of diversity in the workplace. There is no legislation to coerce or government incentives to encourage organizations to implement diversity management programs and policies. One of the central issues in managing diversity is to do with the majority and the minority perspective. 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”. Highlights the very latest trends and issues in global diversity that affect human resource management. 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. 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 … If you were able to answer yes to more than half the questions, you are on the right track to managing diversity well. Here at UC Berkeley, we value your growth and development throughout your career journey. We discuss the major issues and objectives of managing diversity and examine the state of human resource diversity management practices in organizations. 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. While recruiting, HRM faces major challenges i.e. 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. Diversity is a key aspect of entrepreneurialism. Although a widespread management approach, diversity management is far from being a well-defined and unambiguous one. Responsible human resources managers understand the challenges of diversity and proactively provide training and coaching. Unlike legislation that is implemented through sanctions, diversity management is a voluntary organizational action. Case applications provide real life examples of successes and problems in a variety of countries. 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. 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 Diversity in the workplace is necessary to create a competitive economy in a globalized world. This paper critically reviews the literature on managing diversity through human resource management (HRM). Managing diversity is a key component of effective people management in the workplace (Black Enterprise 2001). Diversity in business ownership is key to moving our economy forward. 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. 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