The paper "SHRM of Workforce Diversity and Work-Life Demands" is an outstanding example of a management literature review. Armstrong (2000), views Strategic Human Resource Management (SHRM) as a proactive management process that links Human Resource Management (HRM) practices to the strategic goals and objectives of an organization so as to promote performance and increase the competitive advantage of an organization. Workforce diversity is an increasingly imperative aspect of human resource management. In HRM, workforce diversity is considered as a multifaceted factor that is defined as the visible and invisible differences between the various personnel within the organization.
The management of workforce diversity can have positive impacts on the organization in that it can lead to flexibility and innovation thus promoting the competitive advantage of the organization (Hartel & Fujimoto, 2010). On the other hand, poor management of workforce diversity can contribute to high turnover and decreased work satisfaction. The practice of developing and implementing HRM policies and practices with the aim of promoting the positive outcomes of work-force diversity is often referred to as diversity-oriented HRM. Diversity-oriented HRM can be incorporated into a number of HRM practices namely; training and development of the workforce and recruitment and selection.
These HRM practices in most cases provide convenient, balanced and fulfilling work life for the workforce this can, in turn, increase the competitive advantage of the organization (Hartel & Fujimoto, 2010). This paper seeks to provide an incisive review of contemporary research literature and theory. It will critically evaluate how SHRM of workforce diversity and work-life demands can impact the competitive advantage of an organization. Moreover, this paper will identify evidence that supports and challenge the existing views with regards to SHRM of workforce diversity and work-life demands.
In addition, this paper will identify the limitations and assumptions put across in research studies or views revolving around how SHRM of workforce diversity and work-life demands can impact the competitive advantage of an organization.
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