Advantages of a Diverse Workforce & Effective Talent Management Strategies

The content discusses the importance of recruitment and selection methods in organizations, particularly with regards to specifically skilled workers. It highlights how supply and demand of these workers affect joblessness/unemployment rates and subsequently, the difficulty level of enlisting them. The assignment also focuses on induction processes, which aim to integrate new employees into the organization, enhance their productivity, and save time and money. It emphasizes the need for a comprehensive induction program that covers various aspects such as organizational culture, strategies, and required skill sets.

Running Head: ASSIGNMENT 1
Assignment
Name
Institution

ASSIGNMENT 2
Assignment
Individual Activity 1
The Advantages of Diverse Workforce
In the modern world, several organizations are utilizing the strategy of a diverse workforce. This
technique has various advantages. Four of the most potential benefits of having a diverse
workforce have been explained below.
i) Enhancement in Productivity
Workforce assorted variety can realize an expansion in efficiency and upper hands. Employers
may be able to provide more comprehensive answers to the clients in view of fresh thoughts and
procedures brought into the association (Zidane, Hussein, Gudmundsson, & Ekambaram, 2016).
This aspect also helps in building the workers' confidence and makes representatives want to
work all the more viably and proficiently.
ii) Enhanced Creativity and Innovation
This dimension builds imagination inside an organization in light of the fact that heterogeneous
gatherings are cross-treating one another inside the association. When more various thoughts are
proposed, the odds of finding a workable answer are made strides. Within environments where
conceptualizing is important, the comprehensive thoughts are shaped on the grounds that
colleagues are socially assorted (Zidane, Hussein, Gudmundsson, & Ekambaram, 2016).
iii) Skills in Dialects

ASSIGNMENT 3
Organizations which intend to venture into worldwide markets advantage from dialect assorted
variety in the work environment. Numerous bilingual laborers encounter favorable position while
applying for occupations since workers comprehend the advantages of dialect decent variety
(Walker, Armenakis, & Bernerth, 2007).
iv) Enhancement in Reputation
Occupation searchers are attracted to organizations with different workforces since it is obvious
that the organizations don't hone business separation. Potential representatives need to realize
that businesses treat their staff genuinely paying little mind to race, ethnicity or sexual
orientation (Walker, Armenakis, & Bernerth, 2007). Not exclusively are such firms ready to pull
in new ability yet they can likewise hold existing ability due to high representative spirit coming
about because of workforce assorted variety.
In this context, Apple and Samsung will be two perfect examples. The companies have appointed
workers from various social, cultural, language-oriented, professional skill, racial, and ethnic
backgrounds. This advantage has enabled them to establish themselves as two of the leading
organizations in the electronics gadgets industry.
Factors that affect Talent Planning
There are several factors that affect talent planning. Four of these viable aspects have been
explored below.
a) Economic Environment
An association needs to consider the amount of cash that is accessible to spend and this will rely
upon the present atmosphere at the market levels. In this unique situation, the associations need

ASSIGNMENT 4
to legitimately survey the atmosphere and in addition its own particular money related soundness
before procuring the ability.
b) Organizational Culture
Enrolling and choosing ability who's mentality that matches the association's way of life, is a
factor that impacts enlistment and determination. For instance, the perfect individual for the
association would then be able to build up a vocation around their abilities and capacities.
c) No Discrimination
The approach ought to be moral and true blue by guaranteeing separation does not happen. For
instance, all hopefuls ought to get a similar treatment and the procedure organized a similar path
for every applicant.
d) Appropriate Criteria
Appropriateness criteria ought to be pertinent to the activity. This guarantees levelheaded
choices in light of confirmation are made about a hopeful's appropriateness for the activity.
Accordingly, the approach ought to be proficient, sorted out and choices recorded as per lawful
angles and equivalent open doors as depicted previously.
Factors that affect Recruitment and Selection Policy
The recruitment and selection policies help the organizations to appropriately recruit the proper
employees. However, this aspect might be affected by some critical factors. Some of these
factors have been outlines below:
I) The Size of Organization

ASSIGNMENT 5
The span of the association is a standout amongst the most vital components influencing the
enrollment procedure. In order to grow the business, enlistment arranging is compulsory for
procuring more assets, which will deal with the future tasks (Shih, Huang, & Shyur, 2005).
II) Labor/Work Laws
Work laws mirror the socially and politically identified conditions of the markets that are made
by the focal and state-based governmental entities. The laws direct the remuneration, working
condition, security and wellbeing controls, and so forth, for various kinds of businesses (Shih,
Huang, & Shyur, 2005). When the administration transforms, the regulations also improve.
III) Supply and Demand of Specifically Skilled Workers
Work advertise controls the request and supply of work. It can be taken as an instance that in
event that the supply of individuals having a particular ability is not as much as the request, at
that point the enlisting will require more endeavors (Ahmad & Schroeder, 2002). Then again, if
the request is not as much as the supply, the contracting will be moderately less demanding.
IV) Rates of Joblessness/Unemployment
In the event that the joblessness rates are higher in a particular territory, the enlisting of assets
will be basic and simpler, as the quantity of candidates is high. Conversely, on the off chance
that the joblessness rates are lower, at that point enrolling has a tendency to be extremely
troublesome because of less number of assets (Ahmad & Schroeder, 2002).

ASSIGNMENT 6
Recruitment and Selection Methods
In order to recruit and select the appropriate employees with specific skill sets, the organizations
need to appropriately devise plans and techniques to empower the association. In this regard, the
most popular recruitment methods are the newspaper advertisements, local employment offices,
and the internal hiring methods. On the other hand, three of the most viable selection methods
are interview processes, assessment of past experience and skill levels, and competence testing
as per skill-based and cultural levels.
Individual Activity 2
Induction Processes
There are several purposes that may lead an organization used to induce the employees through
various methods. These vary as per their features and components. Three of the most potential
induction purposes are:
1. Integration of the Employees
The principle motivation behind induction preparing is to coordinate fresh workers into the
organization and influence them to comprehend the frameworks and strategies took after by the
association (Salau, , Falola, & Akinbode, 2014). Acceptance preparing enables new
representatives to settle down rapidly in the new workplace, and gives them a feeling of having a
place.
2. Enhance the Productivity

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Through the induction training process, the employees become aware of the organizational
culture and the strategic procedures. The workers take in the correct method for getting things
done from the earliest starting point, rather than being indicated easy routes or the other
(Scheckle, 2014).
3. Saving of Time and Money
If the induction processes are designed with long-term goals and objectives, then the
organizations may use the same procedure repeatedly for inducing all the employees that are
fresh to the company (Salau, , Falola, & Akinbode, 2014). In this regard, the organizations
become able to save a huge amount of time as well as the financial resources.
These procedures provide huge benefits to both the organizations and the employees. Enlistment
preparing is the principal preparing program in which the worker takes part after he joins the
association (Salau, , Falola, & Akinbode, 2014). Enlistment preparing gives him all the data
expected to begin playing out his obligations. On the off chance that a worker is prepared well in
the acceptance program, the employee can without much of a stretch adjust to his new part and
begin conveying comes about rapidly – that is the manner by which it spares the association a
great deal of cash and time (Scheckle, 2014). A decent acceptance preparing program covers
every part of the organization completely. It enables the fresh representatives to get comfortable
with the association's work cultures, visions, missions, and objective. Thus, the employees
become able to adjust with the strategic processes and the work culture leading to reduced
employee turnover (Scheckle, 2014). Furthermore, a great enlistment preparing provides a huge
welcome to the representative and spotlights on illuminating every one of the questions
regarding the association and the activity. The aspect guarantees that the fresh representative

ASSIGNMENT 8
would feel great in the association. A complete acceptance preparing program enables the fresh
representative to get all the vital data about the organization and clears up the association's
desires on the worker (Salau, , Falola, & Akinbode, 2014). The aspect causes the worker to
comprehend the way of life, work standards, arrangements, and methods of the association and
therefore empowers him to rapidly adjust to the workplace.
Induction Areas and Entities
The organizations should make sure that a proper induction program should consider a range of
aspects and dimensions. These aspects include:
i) Organizational culture,
ii) Organizational strategies,
iii) Implemented techniques,
iv) Viable activities,
v) Required skill sets,
vi) Employee's motivation and feeling,
vii) His/her feelings and emotions,
viii) His/her backgrounds,
ix) Inspiring thoughts, and
x) Continuous support.

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In this regard, the process should include the employees who will be induced, the top-executives
who will make the decisions, the managers who will coordinate with the two parties, the HR
specialists who will design the program, and the technical specialists concentrated on enhancing
the skills.
References
Ahmad, S., & Schroeder, R. G. (2002). The importance of recruitment and selection process for
sustainability of total quality management. International Journal of Quality & Reliability
Management,19(5), 540-550. doi:10.1108/02656710210427511
Salau, O. P., Falola, H. O., & Akinbode, J. O. (2014). Induction and Staff Attitude towards
Retention and Organizational Effectiveness. IOSR Journal of Business and Management,16(4),
47-52. doi:10.9790/487x-16464752
Scheckle, L. A. (2014). How Can the Induction Programme be Influenced and
Improved? Mediterranean Journal of Social Sciences,5(11), 1-28.
doi:10.5901/mjss.2014.v5n11p77
Shih, H., Huang, L., & Shyur, H. (2005). Recruitment and selection processes through an effective
GDSS. Computers & Mathematics with Applications,50(10-12), 1543-1558.
doi:10.1016/j.camwa.2005.08.026
Walker, H. J., Armenakis, A. A., & Bernerth, J. B. (2007). Factors influencing organizational
change efforts. Journal of Organizational Change Management,20(6), 761-773.
doi:10.1108/09534810710831000

ASSIGNMENT 10
Zidane, Y. J., Hussein, B. A., Gudmundsson, J. Ø, & Ekambaram, A. (2016). Categorization of
Organizational Factors and Their Impact on Project Performance. Procedia - Social and
Behavioral Sciences,226(1), 162-169. doi:10.1016/j.sbspro.2016.06.175