Business rationale for diversity management
The topic of the report introduces the concepts of human resource management” href=”https://#”>human resource management considering the business organization named Centre for Eye Research Australia. The business organization aims to fulfill its mission, which is to eliminate the major eye diseases that can create loss of vision and other problems. The company is committed to excellence by conducting eye research with real life impact and transforming the ways treatments are managed with early diagnosis and providing health education to prevent diseases and identify any eye issues through genetics (cera.org.au, 2018). The management of diversity is an effective practice that enables addressing the various lifestyles and personal features within a particular group where the management of employees is done for supporting the acceptance of cultural, societal, economic and political backgrounds from which people belong. The diversity management is an important aspect of human resource management that centers on the recognition and management of employees along with deployment procedures and maximizing the skills and knowledge of employees to meet the business goals (Harvey & Allard¸2015). The diversity management considers various factors including the cultural values and beliefs and dealing with people belonging from different backgrounds, cultures, ethnicity, race or religion to work in coordination and as an unit within the workplace.
As the topic is aimed at managing the human resources, so it is important for the organization to manage diversity and create a diversified workplace for meeting the organizational requirements and enhance the business performance and effectiveness too at CERA, Australia. There have been certain issues regarding the lack of ability to meet the requirements for human capital and thus, it is important for CERA to integrate the business philosophy of managing diversity at the workplace with human resource requirements (Martín Alcázar et al., 2013). The management of diversity can be possible in a proper way through the decentralized modification and customization done though management of human resources, business operations and processes along with the implementation of various technologies within the workplace of CERA. The diversity management has been organized according to the structural, economic, task based, human resources and project based requirements required for the fulfillment of business goals and objectives effectively (Cole & Salimath, 2013). The main objective of the report is to demonstrate the rationale or determine the underlying principles regarding the management of diversity at the workplace with the consideration of long and short term advantages that will be achieved. To manage diversity at CERA, it is important to conduct meetings with Mark French and discuss about the requirements for recruitment and selection of individuals who possess relevant skills and knowledge and not on the basis of their race, religion, color, creed or ethnicity. CERA will be able to establish itself as an employment administrator for the candidates who can be suitable for the job roles at the organization, furthermore enhance the organizational capabilities to deal with the diversified workforce consisting of employees accurately (Ashikali & Groeneveld, 2015). The maximum potential of the employees will be derived and probable scopes for discrimination can be prevented, which shall further maximize the business performance and increase the revenue generation ability of the organization as a whole.
The workforce must be created in such a manner that the diversity is reflected in the culture and business processes and this should be possible through proper recruitment, selection procedures, performance appraisal techniques and training programs arranged for the employees to become skilled and knowledgeable all throughout. The different employees have different sets of skills and knowledge and thus it is essential for CERA to make use of the best of talents for creating a productive workforce (Armstrong & Taylor, 2014).
According to Harvey & Allard (2015), the management of diversity at CERA could facilitate the cultural diversity as well as improve the selection processes to recruit the highly skilled and knowledgeable employees within the workplace, furthermore contribute to the management of flexible working conditions to keep the employees satisfied too.. The HRM policies and rules are aligned with the business processes for the development of scopes and opportunities to ensure that the business goals are met along with responding to the global competitive marketplace conditions and remaining consistent in respect of services’ delivery along with customer satisfaction and loyalty (Collings, Wood & Szamosi, 2018).
As stated by Cole & Salimath (2013), the management of diversity is from the organizational perspective and has included the concepts of gender diversity in the leadership roles. CERA needs to maintain a diversified workforce by providing equal opportunities to both male and female employees, furthermore ensure that any sort of discrimination is prevented within the workplace based on race, religion, ethnicity and culture (Cole & Salimath, 2013). The female workers do possess relevant capabilities and skills along with great thinking and analytical abilities, which can help in adhering to the goals and objectives along with the vision, mission and values of the organization. The female candidates who are recruited shall be able to participate in the top management of the organization to ensure that great women leaders can emerge and manage the financial attributes properly to improve the financial performance. Based on the performance, the female workers are appointed as the role of women leaders and create an innovative organization (Bratton & Gold, 2017). The company was facing certain issues related to the lack of diversity, higher turnover of employees because of unequal opportunities provided to the employees and shortage of skills as well. The innovation would be possible with the management of diverse skills and knowledge of employees achieved through the recruitment and selection of women. The diversified workforce could also be created through outsourcing of talent in the other departments and making them communicate with each other to facilitate the diversity management and improve the services provided to the clients (Alfes et al., 2013).
The basis for the management of diversity is associated with the multiculturalism aspects where people from different backgrounds and cultures can work together as an unit to achieve the business goals and objectives. There are various associated with the human resources management during the management of business operations in the field of strategic, managerial and operational implications within the organization. The multiculturalism is promoted with the management of coordination between the lower, middle and higher level management for ensuring that the information and data are synchronized with the business goals and objectives (Marchington et al., 2016). The HR plan and policies are managed to create a diversified work environment, furthermore gain a better understanding of the issues experienced with the multicultural business environment. This can overcome the issues associated with the organization, furthermore create a sense of belief and awareness among the people regarding the management of proper communication, following the organizational values and beliefs along with abiding by the laws, rules and regulations effectively (Homberg & Bui, 2013). This will not only make the staffs remain socialized , but will also foster the innovation aspects through better communication management, coordination of work and expand the business as well through enhanced customer base and higher revenue generation capabilities too.
The diversity management policies are related to the strategic human resource management concept and it involves making the individuals working within the organization remain connected with each other and communicate among each other for shared opinions and beliefs along with the creation of an international marketplace. The various policies and procedures related to the management of diversity have helped in valuing the culture and diversity of the workplace, enable proper communication and at the same time, prevent any sort of discrimination based on race, religion, color, ethnicity, background and culture from which they belong (Li, 2013). The first major diversity management policy could be the development of task forces and learn about the ways of communicating with each other properly, prevent discrimination and form a diverse workforce consisting of different areas and each focusing on a particular area. The views and opinion of the employees are collected and then the approaches could be formulated at CERA to create a more diverse work environment with each and every employee focusing on a particular function within the organization (Li, 2014). To provide equal scopes and opportunities to the organizational members, it could be essential for CERA to create scopes for the female staffs and form a task force to ensure specialized support for the business organization and its clients.
One of the major reasons for which the turnover of employees increase and their morale lowers down is the lack of flexible working hours and lesser wages too. Based on the Equal Opportunities Act, it must be kept in mind that the male and female workers should be treated equally and paid right amounts of wages based on their performances, rather than considering their gender or the cultural background from which they belong (Wrench, 2016). The company should make the workplace more appealing for the female individuals and allow them to, take their specific leaves, whenever needed, furthermore provide them with the right and authority to gain access to various organizational assets. The employment policies should be friendly considering the ease of working within the organization while the incorporating of diversity could also be possible with the hiring and promotional policies. The standards should be set for managing the hire of employees based on their merits, skills and knowledge and not according to their quotas (Ali, 2016). The policies must be transparent and open to all, so that the employees could know about the laws, rules and regulations to be followed along with the promotion of equal scopes and opportunities to everyone. The company should be promoted as diverse and this could be possible with the management of advertising and promotions and allow the candidates to assess the job applications provided by them for the processes of recruitment and selection. The diversity management policies are related to the management of proper communication between the employees through sharing and exchange of information through clear verbal messages. The management of CERA should develop guidelines and rules to keep the organizational members disciplined and make sure to prevent bullying at workplace, harassment and discrimination (Nielsen & Nielsen, 2013). The managers must follow transformational leadership and obtain the opinions and feedbacks of the employees, address their issues and concerns, furthermore enable shared decision making.
The strategic human resource planning enables identification of the present and future needs of human resources to focus on the achievement of organizational goals and objectives. The HR planning has facilitated the link between the HRM and the overall strategic plan, required to fulfill the changing and growing demands of the employees and develop the economy through improved production and effective human resource planning (Richard, Kirby & Chadwick, 2013). The HR planning involves the assessment of HR capacity to develop the skills and knowledge of employees, furthermore make predictions or forecast the requirements of human resource like the specific job position needed to be filled, skills required for the concerned post, numbers of staffs required to meet the strategic goals and lastly involve the community to respond to changes. The gap analysis is done for analyzing the gaps and it has addressed the major issues like lower performance of staffs due to lack of morale, lack of encouragement and motivated and lesser wages provided to them. The major HR strategies to be included the HR planning include the restructuring strategies where new and well designed jobs are created for filing the new job positions, provide training and developmental strategies to create new roles and responsibilities for the new employees, recruitment and selection processes management along with better outsourcing and collaboration strategies needed to promote diversity and enhance business performance (Madera, 2013).
To create a diverse pool of talent and enable formation of a good working environment with positive work culture, the recruitment and selection strategies are important to be considered. The hires made along with good interaction between the organizational members and fostering the creation of scopes and opportunities for every employee, regardless of whether male or female have created a diversified workplace. The company should promote the job role in the form of advertisements and promotions and ensure that the right candidates who possess relevant skills and knowledge are attracted. The resumes provided by them are to be assessed and then the selection process would be commenced keeping in mind the business goals and objectives to be achieved. The hiring of an employee would be successful once the job position or role fit their skills and knowledge (Martin, 2014). This would align the processes of recruitment and selection with the business goals, furthermore make selection of individuals based on their performances and not based on the religion, race, color, creed or ethnicity. The HR manager should hold accountability for the job roles by assigning the right tasks to the employees based on their level of expertise, which could further assist in managing the recruitment strategies properly and ensure proper selection of skilled and knowledgeable employees within the organization through promotion f a diversified workplace and positive work culture (Barak¸2016).
The diversity management approach includes following the various legislations, laws, rules and regulations to create a positive workplace culture and diverse working environment. It is advisable for Mark French to maintain fairness, positive culture and integrate the assimilation process into the workforce to improve the level of skills, knowledge and expertise among the workers and the organization itself. The principles managed while managing diversity at CERA’s workplace are managing respect, dignity and opens through promotion of job changes and providing the employees with job description regarding the allocation and management of resources to achieve organizational success (cera.org.au¸2018). The people as individuals means treating the workers of the organization as valuable assets who are taken care of and allowed to share their respective views and opinions for shared decision making. This will not only make them feel valued for the organization, but also their engagement level shall be higher, which can further contribute to the enhancement of feelings and positive behaviors for the fulfillment of roles and responsibilities. The employee goals and objectives are based on the positioning of the strategic goals and objectives, which has promoted interdisciplinary actions to be undertaken in case of any misconduct. It has created a more cohesive workforce with better transparency and openness along with maintaining long and short term professionalism of the diverse workforce (Bratton & Gold, 2017). The diversity management approach would enable diverse sets of skills along with gaining the maximum potential of workers based on the scopes and opportunities provided to them. This has also fostered the development of partnership working, communication and management of interpersonal relationships through sharing, exchanged and transfer of information and knowledge all throughout. The support from the top management is needed for the confirmation of job; furthermore gain maximized positive outcomes by aligning with the organizational legislations, laws and rules. The low paying wages for the job positions and inequality are major factors contributing to the issues related to the human resource management. The Equality Act and Prevention of Discrimination act has further contributed to the management of equal opportunities for the employees and CERA should comply with these Acts to gain the long term benefits through diversity management (Ashikali & Groeneveld, 2015). The workplace would be free from discrimination and it would give rise to high performing workers, enhanced ability of the organization to respond to changes along with innovation, creativity, efficient transfer of knowledge. Problem solving abilities and reduction of costs incurred during the business operations’ management.
Conclusion
With the management of diversity at workplace, CERA could form effective relationships with the community and engage with other stakeholders including Mark French to discuss about the carious HRM aspects and make necessary improvements for enhancing the overall production level. The rationale for diversity management would also assist in maintaining quality based programs and incorporate an effective culture within the workplace where shared views and opinions are shared and exchanged for improving the process of decision making too. Therefore, it could be understood that these are the approaches to be followed by Mark French to focus on the management of diversity and effective business performance at CERA, Australia.
References
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