The paper 'Significance of Understanding Human Resource Management from a Gendered or Diversity Perspective' is a wonderful example of a Management Case Study. This article seeks to demystify the understanding of human resource management from the perspective of both gender and people of diversity. It is informed by four published articles regarding the subject matter with different opinions from the authors on how to deal with gender and diversity issues to improve the quality of human resources in the workforce. It also delves into the background on historical injustices that have been there regarding discrimination in the workplace based on gender and diversity to provide insight into the significance of understanding human resource management.
All authors cited in this paper concur on the importance that is a human resource in any business and the significance that should be placed on understanding it from these different perspectives. Keywords: Human Resource Management Introduction Human resource management can be described as an efficient organization of human capital for a business or organization. It is primarily set up to ensure maximum productivity of human resources towards the employer’ s strategic objectives.
The human resource focuses on the processes and policies of an organization and is tasked with duties like training of new recruits, employee development, and oversees the benefits employees get. Normally, small organizations or companies have a trained professional placed in charge of human resource management while in bigger, more established companies, there is a whole department that facilitates human resources. This is a very important part of the business or organization as the people in charge of human resource management source the people who will run, develop, and implement the organization’ s objectives.
It is therefore important for them to have a full understanding of human resources as we humans are very diverse. People stem from different cultures, have different physical abilities, different ages, political opinions, religious opinions, sexual orientations as well as have different gender. All this needs to be put into perspective and consideration in the management of human resources. Understanding diversity Diversity may be defined as the differences that are there among the members of a certain population. Understanding diversity is vital as numerous organizations are becoming increasingly diverse in terms of age, gender, race, ethnicity, disability, and other personal characteristics (Maraga, 2009).
There are two dimensions of diversity according to The Da Vinci Institute of Technology Management (2013). The primary dimension consisting of attributes we cannot change such as age, race, ethnicity, and gender. The secondary dimension consists of changeable attributes such as income, education, religious beliefs, parental status, and marital status. A close observation will show you that there is the rapid growth of companies and organizations taking offices in various countries which has increased the significance of understanding diversity in the workforce.
Most of these corporations and organizations have a cross-cultural and multicultural workforce that is rapidly increasing over time. Consequently, addressing and understanding diversity has become an important issue in political, legal, corporate, and education arenas. Despite this, the attitudes towards a diverse workforce have been mixed ranging from intolerance. People have been shown to be less unreceptive with the change that comes from working with disabled persons, homosexuals, people of color, and ethnicity. Some, however, like a good business, has changed with the existing tide and welcomed diversity and all the merit it brings (Shen et. al 2009).
Some of this intolerance has to be seen in the form of xenophobia where citizens of a country are afraid and skeptical of foreigners especially because they take up jobs that were meant for them. Case in point is South Africa where in the past few years, residents have demonstrated and forcefully evicted foreigners who work in their country. This is an example of a case of intolerance of human resources in the workspace due to diversity.
Maraga, P. (2009). Diversity Management Practices among the Non-Governmental. Nairobi.
The Da Vinci Institute for Technology Management (2013) Human Resource Management Work.
Shen, J., Chanda, A., D'Netto, B. & Monga, M. (2009) Managing diversity through human resource management: an international perspective and conceptual framework. International Journal of Human Resource management, 20 (No. 2), pp. 235-251.
Work Gender Equality Agency (March 2017) International Gender Reporting Schemes [Pdf] Retrieved from: https://www.wgea.gov.au/fact-sheets-and-research-reports/fact-sheets -and-statistics
Wright, P. (2011). “The 2011 CHRO Challenge Building Organizational, Functional and Personal Talent” [Pdf]. Cornell Center for Advanced Human Resource Studies