The paper "HRM and Workplace Diversity Awareness" is a good example of a business assignment. In 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 human resource management (HRM) and diversity awareness is of great importance. This is because of a 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 the 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 the socio-economical background of an individual, family responsibility, working styles and life experience as well as educational level. On 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 the workplace is done away with. However, the objective of this article is to present a detailed analysis of the relationship that exists between HRM and diversity awareness as one of the emerging conflicts that come as a result of awareness of diversity at the 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.
Beer, M., Spector, B., Lawrence, P. R., Mills, D & Walton, R 2004, A Conceptual View of HRM. In Managing Human Assets, Free Press, New York.
Best Companies for Diversity. viewed 19th April, 2012 from,
Bratton, J., and Gold, J. 2003, Human Resource Management: Theory and Practice, 3rd
edition, Hampshire, Palgrave Macmillan.
Cook, M. 2004, Personnel Selection: Adding Value Through people, 4th edition, Chichester, Wiley.
Diversity at Xerox. viewed 19th April, 2012 from
‘Diversity- A Passage to the Future at Xerox’ 2002, viewed 19th April, 2012 from
‘Diversity Programs’ 2002, viewed 19th April, 2012 from http://www.advanticadine.
‘Diversity Works at Fannie Mae’ 2002, viewed 19th April, 2012 from
Kathy M. & John M. 2001, Designing and aligning an HR system, Human Resource Management, 11(2), 57–72.
King, B 2002, Denny’s Diversifies: Diner Chain Becomes Beacon for Minority Business Owners. AsianWeek, viewed 19th April, 2012, from
Legge, K 2001, Human Resources Management: Rhetoric’s and Realities. Human Resource Management Journal, vol. 9, no. (1), pp. 65-75.
Nohria, G and Lee, R 2008, Harvard Business Review. Harvard Business School Publishing Corporation.
Redman, T. and Wilkinson, A. 2006, Contemporary Human Resource Management – Text and Cases, 2nd edition, London, FT/Prentice Hall.
Scullion, H. and Linehan, M. 2005, International Human Resource Management: a critical text, Basingstoke, Palgrave Macmillan.
Truss, C., Gratton, L., Hope-Hailey, V., McGovern, P. & Stiles, P 2000, Soft and Hard
Models of Human Resources Management: a reappraisal, Journal of Management
Studies, vol. 34, no. 1, pp. 53-73.
Wood, S. 1995, ‘The four pillars of HRM: are they connected?’ Human Resource Management Journal, vol. 5, no.5, pp.49-59.