This report discusses the importance of diversity management in CERA, including the role of diversity management, issues relating to diversity management, business rationale argument, beneficiaries, HR planning relating to business strategies, and recommendations.
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Running head: CERA DIVERSITY MANAGEMENT CERA DIVERSITY MANAGEMENT Name of the Student: Name of the University: Author Note:
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1CERA DIVERSITY MANAGEMENT Table of Contents Introduction:...............................................................................................................................2 Discussion:.................................................................................................................................2 Role of diversity management of CERA:..................................................................................2 Issues relating diversity management in CERA:.......................................................................4 Business rationale argument:.....................................................................................................4 Beneficiaries of the company:....................................................................................................6 HR planning relating business strategies:..................................................................................7 Recommendation:......................................................................................................................8 Conclusion:..............................................................................................................................10 References:...............................................................................................................................12
2CERA DIVERSITY MANAGEMENT Introduction: This report is based on the case study of the company of CERA, Civil Engineering Research Association where the HR management is highly concerned with the growth of the company on the basis of its workforce (Di Palma, Raiola & Tafuri, 2017). This report aims to discuss the importance of diversity management in the company so that it can being change in the organizational culture of the company ad make it more prosperous (Kim & Mullins, 2016). The case study has pointed out some of the issues that the HR manager, team members and operational manager discusses to understand the issues relating to the retention problem in the company. This discussion among the higher authorities of the company leads to the consideration of incorporation of employees from different culture, ethnicity, race, age, education, personality and lifestyle. This report will be discussing the role of diversity management of CERA, issues relating to the diversity management, business rationale argument, beneficiaries, HR planning relating business strategies and roles of stakeholders. This report ends with the recommendation on the basis of increasing diversity in the human workforce of the company. Discussion: Role of diversity management of CERA: As the case study has discussed, the main issues of the human resource management is related to the diversity management in the organisation which is affecting the business in a negative way (Reiche et al., 2016). The various aspects of diversity management are the processes of selection, recruitment, training, performance appraisal and overall development of the employees of the organization (Noe et al., 2017). This company if wants to enhance the
3CERA DIVERSITY MANAGEMENT retention of the trained and efficient employees needs to show commitment to enhance the workplace diversity by the means of Aspects relating to the creation of the integrated flexible condition of working for the staffs and allow them to keep an effective work life balance in the workplace (Kim & Mullins,2016).Effectivemeasuresofdiversitymanagementwillgraduallyhelpthe organization is different ways. For instance, the company will have a scope to build a strong relationship with the employees along with the communities related. In addition to this, the workplace diversity will give the company scope to see one issues from different points of view then make decisions accordingly (Reiche et al., 2016). This process can effectively help the company to enhance the overall productivity of the company. It will help the company to improve the quality of the projects and motivate the employees to provide a higher quality product and service. CERA needs not only implemented the cultural and other types of diversity in the workplace nut also promote this diversity in such a way that the customers, employees, suppliers, shareholders, government and competitors can see this change. This diversity management states from the election and recruitment of the employees having various type of backgrounds who will implement their own understanding and values in the production, sales and customers services(Zapata-Barrero, 2015). This will give the company the benefits of providing n over all support to the customers and the other stakeholders. The process of incorporating diversity in the workplace is not a very difficult task (Noe et al., 2017). The company needs to arête a diversity pool of employees by selecting the candidates and giving preference to the employees of the other cultures. Hence the foremost step that the company will take, is the change in the HR policies. Changed policies and strategies of the HRM in a timely manner will give CERA a scope for widening the choices. This type of recruitment program on the basis of diversity programs can help the company to accomplish its objectives (Riccucci, 2018).
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4CERA DIVERSITY MANAGEMENT Issues relating diversity management in CERA: Diversity managementmainlyfocuseson theassemblingof the valuesof the organization and their practices for developing vision as well as organisational strategies pertaining to its requirements (Riccucci, 2018). Diversity management actually includes giving the emplacement opportunities to every individuals equally the workplace which enables to incorporate the ideas and understanding of the employees from different ground to work out the assignments (Kim & Mullins, 2016). By developing the compliance oriented approach, CERA can promote diversity in the organization. As the employees of the company are its assets and the rouse of competitive advantage, there are several issues to baring any changes in the workplace. The process of promoting diversity and incorporating may not be supported by the other employees.This can have a multiple impacts on the existing organizationalstructure(Zapata-Barrero, 2015). Moreover the employeeswho believed and most fitted in the human resource structures followed by CERA traditionally, may not accept any changes as they may think this will affect the overall capabilities of the corporation. The issues of diversity management can also get affected when then HRM will be proceeding with the method of ensuring balance between desired culture and objective results (Reiche et al., 2016). The company has been aiming to bring changes in the human workforce depending upon the incorporation of cultural and gender diversity. This is why the pressure from the management and existing employees are such strong (Kim & Mullins, 2016). Business rationale argument: In the case of CERA, infrastructure investment in regional Australia is growing hence the need of the effective employees in the organization. In addition to this, the need of diversity is also growing in the Australian context as the local cultural diversity in the count
5CERA DIVERSITY MANAGEMENT is higher than many developed countries. These are the reasons why person-organisation fit has become necessary for CERA due to which the human resource managers are thinking about incorporation of the diversity through recruitment and selection then manage those effectively. Multiculturalism is an effective part of the diverse working environment (Saylık, Polatcan & Saylık, 2016). Starting form the strategic, operation and managerial levels of teams and management this affect the companies in such a way that it gets high motivation to achieve the targets (Kim & Mullins, 2016). The company needs to implement diversity in every part of the operation in such a manner that the functions gets imbibed in the culture. These practices can only be motivated on when there is a proper coordination among the senior and the low level of management is present (Özbilgin & Chanlat, 2017). They therefore understand the needs for transforming the existing traditional HR policies for the recruitments and selection process of the new employees of the organization. Here the senior level employees are to handle this change and protecting the interest of the employees both exiting as well as the new ones (Manoharan & Singal, 2017). The conventional HR policies that the company used to follow only incorporated the employees on the basis of the working capabilities and who can match the organisational culture of the company only. This had recused the diversity of the company in one hand and reduced the capacities of the workforce in understanding the issues and found out a creative solution of these problems one the other (Di Palma, Raiola & Tafuri, 2017). This traditional HR practices need to be transformed which can only be achieved through the developmentof cohesive environment (Kim & Mullins, 2016). The diversified teams in CERA can help the respective departments to manage the critical issues in an easy manner. The discussions of the management in the case study allow the better understanding of the problems present if the company does not apply the diversity management process properly (Özbilgin & Chanlat, 2017). The authorities have acknowledged that only a multicultural environment can help the
6CERA DIVERSITY MANAGEMENT company to overcome the loopholes of the organostions (Manoharan & Singal, 2017). This provides the insight for converting the organization to be the effective in the multicultural society of Australia. In addition to this, it has been pointed out that the sense of cultural awareness among the employed is needed to be improved (Bunderson & Van der Vegt, 2018). Therefore through increasing diversity in the teams, the HR manager will be capable to get different solutions to one problem. Thus the company will be able to create a large social network group within the organization which will enhance efficiency of CERA. Beneficiaries of the company: Asthecompanyischoosingthe pathof diversitymanagementin thehuman workforce, this will not be limited in the management of the employees but all the other stakeholders (Di Palma, Raiola & Tafuri, 2017). The beneficiary of the diversity management is the group which will be getting the opportunities of expansion if the organization implements the diversity management practice (Riccucci, 2018). The company that promotes the diversity management can help the employees to get inspired or motivated to implement plans carefully in one hand and solve all types of workplace problems on the other (Saylık, Polatcan & Saylık, 2016). This practice of diversity management taken up by CERA will ensure that the employees will have their skills and technicalities enhanced. The individual employees when framing the business policies will build opportunities for the company itself (Trischler, Kristensson & Scott, 2018). This will maximise the potential of individuals who are gifted and creative irrespective of any bias. However, in this case also the human resource management may face problems as the claims of discrimination will be aroused in different times (Manoharan & Singal, 2017). Therefore, the company will be seeking more benefits to implement the diversity management in the organization.
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7CERA DIVERSITY MANAGEMENT HR planning relating business strategies: CERA while being the changes in the recruitment process of the employees will be needing proper infrastructures and business strategies to support new human resource policies (Saylık, Polatcan & Saylık, 2016). In this aspects, it can be stated that the human resource managers only know the importance of the efficient employees therefore they need this supply of intelligent and motivated employees who will help them to achieve the goal (Trischler, Kristensson & Scott, 2018). The business managers therefore need the capable employees who will understand the point of the managers of different departments and participate in the decision making process (Kim & Park, 2017). However, this diversity needs to be handled properly if not this can lead the organization to lose all its ground of competition (Hansen & Seierstad, 2017). The HR policies of CERA will be so appropriate that starting from the recruitment process, to the appraisal, there will be no cases of discrimination on the bias of racial or cultural diversity. As the company has been operating the market of Australia long with the other countries. The national culture has manipulated the organizational culture. This has created a negative effect on the growth of the company. As the diversity of the organization is lower than the competitors, the sustainable growth in terms of human resource has been gained. In the other regions where the company has been operating, the conflicts among the employees are being recorded(Zapata-Barrero, 2015). This is the reason why the company needs to change the old procedure of recruiting the human resource personnel. This will include new and capable HRM practices with the support of current technological development and enhance the growth opportunity. These changes need to take place in the organostions and effectively enhance the strength and opportunities of the company (Kim & Park, 2017). The changes in the recruitment structure will enhance the knowledge flow of the company in such a way that the local employees who are different from the employees of the home country
8CERA DIVERSITY MANAGEMENT will take important place in creating scope for the company (Trischler, Kristensson & Scott, 2018).These people will have more knowledge about the demands of the customers of that particular market and help to mould the products of the company (Groeneveld, 2015). Thus CERA will have a great knowledge pool that will give it a competitive advantage. Under this situation the company needs to bring changes in the recruitment structure. The more dynamic the workforce become, the more growth will be perceived. Recommendation: The application of the changed policies of the human resource will be treating to the three most impact aspects of the human resource management which include Recruitment, Training, and Performance Appraisal. CERA needs to employ the candidates from every background to attain the realistic goals. To achieve a sustainable growth, it is advised that it must incorporate some systematic changes for the overall recruitment as well as selection of theemployeesthatcanhelpinestablishingtheeffectiveworkenvironmentinthe organization. Here the company can implement the one size fits all method to incorporate the diversityintheworkplace.Thecompanywillbeinvolvingeveryindividualofthe organization to take the responsibilities of the diversity as their own growth will be endued through this process. Starting from the top to bottom level of employees must take the responsibilities to bring a positive change on the basis of the diversity management. Secondly, the company will be delineating the nature of the existing culture to the employees and make them understand why the changes were necessary for the survival of the company. In this change mechanism and diversity management, the company may not get full support of the employees therefore, it needs to identify the ways in which the reasons of the existing culture of the company is hindering the development of the desired diverse culture. This will enable the company to establish the dimensions of the desired culture
9CERA DIVERSITY MANAGEMENT without any conflict among the management and the ground level employees. This compares of standard and actual outcome will be helping the company to assimilate the desired results within the required time period. Thirdly, the company needs to assemble al the resources including fiscal as well as human resources at a place in order to incorporate the organizational policies while it is changing every functioning of the firm. The company needs to start the planning from bottom level of employees who have limited scope of protecting or creating problems. Initially, it will be difficult for the company to convince the employees of the changes but through effective communication tools and readership they will be motivated to accept the need for change in the culture. If the company incorporates systematic arrangement, it will help to achieve sustainable result. Fourthly, the company can set up a system for change which is necessary to remain prepared for any type of problem in advance. In this regard, CERA can take help from the technologicaladvancementandsetthegoalfor recruitingpeoplefrom divercultural background. Once the requirement for the recruitment and performance appraisal is set, the company will be able to choose the most fitted persons for the desired post. When it will be the question of reward and performance appraisal, the employees will definitely support the new HR policies of the company without any problem. Fifthly, the training process of the employees is very much needed aspect for incorporating diversity and maintaining those properly. Educating the employees about the role of diversity at the workplace can help the company to process the necessary goals. This is important for the company to provide needed, detail and effective information about the requirement of diversity in the organization. Human resource is all about keeping the systematic information about properly filing right places in CERA. This is due to the fact that
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10CERA DIVERSITY MANAGEMENT it can only gain success if the recruitment team of human resource management is well- trained. The competition scenario where the company has been operating, it has become obvious for the recruiting the best employees. The company has for involving an expanded workforce to attainment of the desired result. Assembling the people from different cultural and social background has been necessary to attain the differential results. It is needed to implement change in the training process so that the employees can achieve the desired result in given time frame. Hence training is the method of imbibing the diversity management in the organostions through the employees. Finally, the support of the top management of the company has to be demonstrated. The employees when see that the change proves relating recruitment, performance appraisal and training process are being supported by the management also, they will be encouraged and support the diversity inclusion in the company. The top management will favour the existing employees who will support the business decision of the organization. In addition to this, the managers are advised to advance the process through which the vacant positions will be filled as per required qualification. Hence the HR managers need to collect the vacancy positions of the departments and shortlist the most appropriate applications so that the interview process and recruitment can be initiated as early as possible. Conclusion: Therefore, it can be concluded that CERA being an engineering service provider and manufacturer, need to enhance the competitive advantage in the markets where it operates. As mentioned before, diversity management mainly focuses on the assembling of the values of the organization and their practices for developing vision as well as organisational strategies pertaining to its requirements. To achieve a sustainable growth CERA needs to employ the candidates from every background and attain the realistic goals. The changes in
11CERA DIVERSITY MANAGEMENT the recruitment structure will enhance the knowledge flow of the company in such a way that the local employees who are different from the employees of the home country will take important place in creating scope for the company. Through proper support from the stakeholders like employees, customers, competitors and the shareholders. The senior level employees are to handle this change and protect the interest of the employees both exiting as well as the new ones.
12CERA DIVERSITY MANAGEMENT References: Bunderson, J. S., & Van der Vegt, G. S. (2018). Diversity and inequality in management teams: A review and integration of research on vertical and horizontal member differences.AnnualReviewofOrganizationalPsychologyandOrganizational Behavior,5, 47-73. Di Palma, D., Raiola, G., & Tafuri, D. (2017). The strategic contribution of sport to the management of diversity.Sport Science,10(1), 40-43. Groeneveld, S. (2015). Explaining diversity management outcomes.What can be learned from quantitative survey research. Hansen, K., & Seierstad, C. (2017). CSR und diversity management.Management-Reihe corporate social responsibility. Kim,S.,&Park,S.(2017).DiversityManagementandfairnessinpublic organizations.Public Organization Review,17(2), 179-193. Kim, T., & Mullins, L. B. (2016). How does supervisor support and diversity management affect employee participation in work/family policies?.Review of Public Personnel Administration,36(1), 80-105. Kim, T., & Mullins, L. B. (2016). How does supervisor support and diversity management affect employee participation in work/family policies?.Review of Public Personnel Administration,36(1), 80-105. Manoharan, A., & Singal, M. (2017). A systematic literature review of research on diversity anddiversitymanagementinthehospitalityliterature.InternationalJournalof Hospitality Management,66, 77-91.
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13CERA DIVERSITY MANAGEMENT Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017).Human resource management:Gainingacompetitiveadvantage.NewYork,NY:McGraw-Hill Education. Özbilgin, M., & Chanlat, J. F. (Eds.). (2017).Management and Diversity: Perspectives from Different National Contexts. Emerald Group Publishing. Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016).Readings and cases in international human resource management. Taylor & Francis. Riccucci, N. (2018).Managing Diversity In Public Sector Workforces: Essentials Of Public Policy And Administration Series. Routledge. Saylık, A., Polatcan, M., & Saylık, N. (2016). Diversity management and respect for diversity at schools.International Journal of Progressive Education,12(1), 51-63. Trischler, J., Kristensson, P., & Scott, D. (2018). Team diversity and its management in a co- design team.Journal of Service Management,29(1), 120-145. Zapata-Barrero,R.(2015).DiversitymanagementinSpain:Newdimensions,new challenges.