Title Report The relationship between HRM and diversity awareness Introduction In the contemporary society, the management of workplace diversity has become very critical. This is perhaps of its role in ensuring that differences that exist among individuals are taken into consideration. With this regard therefore the relationship that exists between the human resource management (HRM) and diversity awareness is of great importance. This is because proper understanding of the various differences that exist among the employees and the ways in ways which they can be attended to (Beer et al 2004).
At workplace, it’s important always to understand that people from all sorts of life do exist and they may have very divergent values and beliefs. The essence of workplace diversity management is to ensure equity for every person irrespective of his race, color, sex, age, religion and disability. Workplace diversity can also be talked of in terms of socio-economical background of an individual, family responsibility, working styles and life experience as well as educational level. In many occasions, the HRM sees the workforce as a very important and valuable asset to the organization.
This is because they play a major role in ensuring that the business is able to achieve a competitive advantage. In this case therefore important that the HRM team ensures that good policies are applied from recruiting and selecting throughout commitment, training and development (Bratton and Gold 2003). In the past couple of decades, several policies have been enacted by different governments with the primary objective of ensuring that discrimination at workplace is done away with. However, the objective of this article is to present a detailed analysis of the relationship that exist between the HRM and the diversity awareness as one of the emerging conflicts that come as a result of awareness of diversity at workplace.
Background of workplace diversity management Human resource management and diversity overlap at some point. While HRM is aimed at ensuring that the human resource is able to contribute positively to the business’s competitive advantage, diversity is aimed at ensuring proper management of this resource. The work of HRM is to take into account the differences that exist among the workers and what can be done to ensure well being of an individual (Beer et al 2004).
Diversity also does the same work. However, the challenge has been on how to transform diversity management into enhanced organizational performance. In essence therefore it implies that high level of performance cannot be achieved if human resource management is not well structured to ensure that diversity is well adhered to and that proper management of people at workplace. Definition of workplace diversity Workplace diversity is described as the process of acknowledging the different values that are held by individuals at workplace and make good use of them.
The ultimate objective of HRM is to incorporate these values to the organizational setting and at the same time ensure that equity and fairness is promoted at work. This is particularly used to ensure nobody is disadvantaged because of his status. The HRM resource management is expected to make sure that no worker is denied his rights because of sex, race, age, ethnicity or any other factor that generate into a situation where individual rights are derived off.
In a working environment, everyone is unique in his own way even though to some level there some things that are common for all people. The differences that exist among the individuals can be classified into two major categories namely: visible and non-visible. However, as identified earlier, the elaborations of these characteristics are clearly outlined in the law in order to give the required protection to different individuals from kind of discrimination. Managing diversity seeks to create value for people including company employees, clients and consumers. At workplace, it’s important to ensure that fairness, justice and equality are embraced.
The best management practice must seek to come up with an approach that ensure that different propositions are taken into consideration and are consistent with individual needs and company goals and objectives (Bratton and Gold 2003).