Main points
Make argument to Mark French regarding the Business Case for focusing on Diversity Management in CERA?
The two main problems that have been found are concerned with diversity management and issue found in recruitment and selection process. These two issues play a significant role in the organization and are important to consider in practicing HR. While considering HR practices it is important to know about the diversity management, how does it works, what is its main role and impact and how does the diversity management linked with process of recruitment and selection. The diversity management implementation is very necessary to implement in the organization, this means that people from various backgrounds are connected at one platform in order to serve the organization. They collaboratively work for the organization in order to have effective and efficient result and to achieve the goals of organization. From the background information it has found that it is not enough or useful just to look in to diversity management and it is not good and enough that just to focus on recruitment and selection process. They both have impact on each and other. According to the manger it has stated that a wealthy talent is available to hire for this our focus should need to be on both things diversity management and proper recruitments process so that the selection should be made on fair basis that gives benefits to organization. The main section of this body includes about the convincement of diversity management and what are the arguments made towards the management of CERA.
After the discussion it has found that manger Susumu said about the concept of diversity management. But the other two mangers were not agree to statement and they said this is something more than diversity management at the all are concluded two main issues that diversity and recruitment & selection are interconnected, if yes, then how? And how will recruitment & selection process could be the done in order to attract a big pool of candidates?
The valorization and recognition of individual differences is referred as diversity management. The idea behind the concept of diversity basically encompasses respect and acceptance. It gives us the understanding about the uniqueness of each individual and to recognize the difference between the individual. The diversity in a work place defined as number of differences between employees in the firm. This is not simple as its sound, it basically encompasses gender, age group, race, ethnic, cognitive style, education, personality, background, organizational function and tenure (hery, 2014).
This is acknowledgment of individual contrasts is alluded as diversity administration. The thought behind the idea of diversity management fundamentally envelops regard and acknowledgment. It gives us the comprehension about the uniqueness of every person and to perceive the contrast between the people. The assorted qualities in a work put characterized as number of contrasts between representatives in the firm. This is not basic as its sound, it fundamentally envelops age gathering, race, ethnic, intellectual style, training, identity, foundation, authoritative capacity and residency.
It basically means to have understanding the uniqueness of every individual and to recognized the difference among every individual as per to various dimension such as sexual orientation, physical abilities, political beliefs, religious beliefs, or other type of ideologies. To value diversity is one of most needed aspect. It is very necessary to give value to diversity that the recognize difference and acknowledgment of that difference are valuable asset. One of the most important components of valuing diversity is multicultural education. It fundamentally intends to have understanding the uniqueness of each person and to perceived the distinction among each person according to different measurement, for example, sexual introduction, physical capacities, political convictions, religious convictions, or other kind of belief systems. To esteem assorted qualities is one of most required viewpoint. It is exceptionally important to offer an incentive to assorted qualities that the perceive distinction and affirmation of that distinction are profitable resource. A standout amongst the most imperative parts of esteeming differing qualities is multicultural instruction (Nielsen, 2015).
So it is clear that the argument done between all the managers is found convincing because the role of diversity management is necessary to implement with in the premises of organization so that a proper selections could be done to achieve the maximum output.
Diversity management is important at workplace because it increased the adaptability in a way that employees from the various backgrounds came ups with various potential differences that are flexible in nature which results into suggestion of various flexible ideas in terms of market and customer demand (harry, 2013).The broader service range is provided to the customers in terms of the diverse collection of various skills and experiences from various backgrounds. It is beneficial for the firm in a view of Varity of ideas and experience, this will help firm to understand the need and develop strategies to cover up with needs of customer in a more effective manner. Organizations that urge to enforce concept of diversity in the organizational workplace give inspiration to all of the employees to perform with high range of abilities in order to execute the companies strategies that results in higher profit, productivity and return on investment (Nielsen, 2015). The talent and skill from various backgrounds has been gathering at one workplace. And this selection from various backgrounds has found beneficial for organization. The uses of diversity management bring innovation in the organization because people from different background share their ideas and knowledge. It basically grows up the talent pool which will attract a number of employees with different skills, abilities and knowledge. A people from different background speak different language can open door for new obstacle to enter in business. According to the past studies it has been found that it is significant for the management of the organization to hire the staff of different backgrounds. In addition to this, it can be stated that with the increase in the diversified nature at the workplace it becomes easier for the management to perform the tasks of the different kinds. It is denoted in the study of (Becker et al, 2015); most of the organizations do not prefer to hire the diversified workforce. It is due to the reason that according to them diversified management can creates problems at times. On the other side, it has been found that when the people in the organization are able to have the diversified management in the workplace it can help the people who involves in the operational activities can be handled in the most effective and efficient manner. In addition to this, it is observed that where the people are able to capture the market in the more productive manner. The main reason behind this is that diversified management can be able to understand the concerns of the workforce in the more deliberate manner. There are many options that are opened with the help of the diversified management because of the reason that it assists the employees of the company to make sure and respect the opinions of the other employees in the more effective and efficient manner. Along with this, it can be stated that with the incorporation of the diversified management the employers can be able to achieve the goals in the more specified period of time. This is the main reason that diversified management should need to be the part of the organization so that overall objectives of the company in the more efficient and productive manner.
The argument that has been raised by the author is an convincing argument because it expanded the versatility in a way that representatives from the different foundation come ups with different potential contrasts that are adaptable in nature which comes about into recommendation of different adaptable thoughts regarding business sector and client request. The more extensive administration range is given to the clients regarding the differing accumulation of different abilities and encounters from different foundations. It is advantageous for the firm in a perspective of Varity of thoughts and experience, this will help firm to comprehend the need and create systems to conceal with necessities of client in a more viable way (Videl, 2013).Organizations that desire to authorize idea of assorted qualities in the hierarchical working environment offer motivation to the majority of the representatives to perform with high scope of capacities keeping in mind the end goal to execute the organizations methodologies that outcomes in higher benefit, efficiency and rate of profitability (oldman, 2015). The contention that has been raised by the author is a persuading contention since it extended the flexibility in a way that delegates from the diverse establishment come ups with various potential differences that are versatile in nature which happens into proposal of various versatile musings in regards to business segment and customer ask. The more broad organization range is given to the customers with respect to the varying aggregation of various capacities and experiences from various establishments. It is profitable for the firm in a point of view of Varity of contemplations and experience, this will help firm to fathom the need and make frameworks to hide with necessities of customer in a more practical manner.
To make CERA its keen focus to words diversity management is quite challenging. It has been advised to the manager about following circumstances that are challenging for CERA to implement Diversity Management. In order to have a full advantage from the benefits of diversity at workplace and to gain this advantage they need to focus on the following challenges such as:
An effective communication is needed because it has been very challenging to overcome the issue of barrier in language, perceptual and cultural in term of diversity because an ineffective communication may lead into the low morale, lack of teamwork. An ineffective communication is basically a sign of confusion (Hardy, 2015). A good communication between colleagues or between employer and employee this is one if the effective way and use of diversity. This means that people from the different background will have different skills and expertise and sharing this will be so beneficial for the organization and they will start to understand each and other in more effective manner which will help in achieving high productivity in the organization
To all diversity advocates this can be defined as the overriding challenge. There should be a strategy needed to build and implement in the organization to maximize the result of diversity in workplace of any particular firm which is necessary for the assessment of employees which means all diversity advocates this can be characterized as the superseding challenge. There ought to be a procedure expected to construct and actualize in the association to expand the consequence of diversity in work environment of a specific firm which is fundamental for the appraisal of representatives (London, 2015).
A training process is not only sufficient for the diversity purpose. A strategy should be made and enforced into the every department or function of the firm so that a diversified culture should be implementing in the organization for achieving goals effectively and efficiently. A preparation procedure is not just adequate for the differences reason. A technique ought to be made and upheld into the each division or capacity of the firm so that a differentiated culture ought to actualize in the association for accomplishing objectives viably and productively (christens 2015).
CERA management should focus on following circumstances while formulating and executing diversity at workplace involve each and every employee to participate. Build an open environment in the firm and encourage every employee to share his knowledge and ideas and contribute his mind in giving opinion. Use the tool for training diversity to give shape to diversity policies. Allow employees for the input. It means that the employees are free to choose the option to run activities accordance with their work habit, personal needs, and workplace circumstances. Must provide an environment where an employee feels a sense of accomplishment. Provide the proper instructions regarding job requirements. The training session must be conduct so that each and every employees will polished his or her skill, which will enable them to do task more effectively and efficiently. There should be a proper good work rest schedule to keep the employee motivated. And must provide feedback to the employees related to their expected performance (Dusterhoff, 2014).
Conclusion
It has been concluded that the HR department of CERA were very much concerned about their employees and how they link with in the organization. The selection of employee is required high level of concerned so the productivity will done in more effective manner. The role diversity management is highly influential for the better production. The HR managers while processing their recruitment and selection process will highly focused on diversity management. The manager of the firm has stated that it is very important to hire employees on the basis of diversity management. The people will be hired from different background is very influential for an organization, because people from different back ground will have different skills and abilities. They coordinate in the organization with other employees and will share their ideas and knowledge which will be beneficial for the organization, and its boost up the energy level of employees which will turn in to high productivity level. It has found that yes there is a huge impact of diversity management found because they both are interlinked.
References
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Hardy, I., & Woodcock, S. (2015). Inclusive education policies: discourses of difference, diversity and deficit. International Journal of Inclusive Education, 19(2), 141-164.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity. Pearson.
Nielsen, B. B., & Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study. Strategic Management Journal, 34(3), 373-382.
Vidal, T., Crainic, T. G., Gendreau, M., & Prins, C. (2013). A hybrid genetic algorithm with adaptive diversity management for a large class of vehicle routing problems with time-windows. Computers & operations research, 40(1), 475-489.
Becker, M., & Zhang, B. (2015, July). Lean variation management: Increasing business value with a diversified approach. In Proceedings of the 19th International Conference on Software Product Line (pp. 385-385). ACM.
London, M., & Mone, E. M. (2015).diversity management to achieve performance improvement. The Wiley Blackwell handbook of the psychology of training, development, and performance improvement, 462-485.
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