The paper 'Understanding Diversity Management Practices' is a great example of a Management Assignment. In the workplace, diversity refers to having employees from a wide range of backgrounds inclusive of diverse ages, ethnicity, physical ability, gender, sexual orientation, work experience, religious beliefs, nationalities, and educational backgrounds. Diversity management relates to the ability and potentiality of an institution to recognize, as well as valorize the aforementioned differences among the employees in pursuit of improved organizational performance, image, and reputation of the entity. Diversity continues to experience increased significance or importance through its perception in terms of success and productivity within the organization.
In most cases, organizations tend to link diversity to the strategic business objectives, thus integration the concept into its own culture. In order to enhance its productivity level, an organization, through its management, has the obligation of valuing the difference while promoting values as the perfect platform for the expression of cultural inclusion. The purpose of this essay is to evaluate diversity issues at the individual, group, and organizational levels, which Mr. Henneveld encountered in the course of executing his duties and obligations.
Moreover, the essay will evaluate the most effective diversity management techniques, which would be appropriate in accordance with the case study context. Impact of Diversity on HRM It is essential to note that increasing diversity issues tend to pressurize human resource management (HRM) towards adapting to the strategic, as well as operational level activities. Management of diversity tends to consider HRM as one of the essential aspects of the accomplishment of changes towards the realisation of organizational inclusiveness and equity among the employees seeking to achieve their goals and targets.
From HRM perspective, diversity comes out as diverse capabilities, which organizations should consider utilizing as a resource. On the other hand, diversity perceptions note that HRM is one of the effective approaches towards managing diversity issues at various workplaces. Diversity tends to guide the application of the HRM policies, as well as practices in relation to training, recruitment, performance appraisal, and rewarding, and development programs towards the achievement of the goals and targets of the organization (Shen, Ashok, Brian, and Manjit, 2009). The workforce diversity issue proves to be a major concern of the contemporary business organization.
The HR function is most likely to hold essential responsibility for the individuals planning within the organization in relation to the development and implementation of the policies and procedures relating to equality and diversity issues. In addition, diversity issues ensure that organizations adopt and integrate the ‘ generic’ assumption in relation to the universal employee. Diversity management ensures that organizations adopt and implement effective HRM practices, which are ideal in the creation or generation of a work environment or culture to enable all employees to contribute to the growth and development of the organization.
In addition, such HRM practices and strategies have the obligation of leveraging or maximizing the differences and similarities in pursuit of competitive advantage. This is through enhancing the ability of people from diverse backgrounds to work effectively and efficiently in accordance with the demands and expectations of the audience.
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