Essays on Can Human Resources Make a Strategic Contribution to Ernest and Young Literature review

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The paper “ Can Human Resources Make a Strategic Contribution to Ernest and Young? “ is a  convincing variant on literature review on human resources. Ernest and Young is a professional services firm headquartered in London. The professional services firm employs over 212,000 employees. Being a global firm, Ernest and Young have several branches around the world that facilitate the services it offer s. The firm is divided into 28 regions in four geographic areas. Moreover, the services the firm offers are based on three values; demonstration of integrity as well as respect.

Furthermore, EY boosts of delivering services through an enthusiastic and courageous manner while the other value is to build meaningful relationships by doing the right things. With a significant number of employees, it is essential for EY to understand the strategic contributions that the HR can deliver to its organizational goals and realization of competitive advantage. The report is based on a rationale for evaluating EY in terms and the HR function and focuses on three issues that are of importance to the firm. The three contemporary HR issues including: Managing DiversityEY operates on a global economy and this means that it has in place a diverse workforce.

Diversity is the real or perceived difference among people in the race, sex ethnicity as well as mental ability among other diversity aspects. EY believes that high-performing teams are based on the maximization of different opinions and cultural perspectives. The firm respects diversity among its employees and fosters a sense of inclusiveness. Valuing diversity can benefit EY in areas such as cost, resource acquisition, problem solving and creativity. Managing cultural diversity in multinational organizationsCultural diversity refers to the differences among people in the workplace owing to various differences.

The increasing cultural diversity in EY is forcing managers to learn and supervise as well as motivate employees on a broad range of value systems. Appropriate management of cultural diversity can ensure that EY realizes several benefits. With its global approach to cultural diversity, EY recognizes that cultural diversity is here to stay. Its impact on EY is widespread and will continue to grow. The management must learn to overcome the obstacles associated with cultural diversity and enhance the advantages associated with a culturally diverse workforce. Work and Family (Life) BalanceWork and family life have become inseparable in the contemporary business model.

At EY, this aspect of HR is based on accelerating women’ s progress not only at the workplace but also in their families. To realize the benefits of work and family life balance, EY has come up with a program that ensures employees balance there're work-life with their family life. In 2015, EY conducted a study in some of the countries it is based in to establish the work-life challenges.

In the study, the researchers found out that millennials, as well as parents, were mostly affected by the work-life challenges that had led to quitting their jobs. Parents are mostly affected by these challenges because they have to raise their children and at the same time deliver at the workplace. If EY addresses the challenges related to work and family life balance, then the benefits of this HR aspect will be realized.


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