Global Human Resource Management: A Case of CERA

GLOBAL HUMAN RESOURCE MANAGEMENT
A case of CERA

TABLE OF CONTENT
PARTICULARS REMARKS
Introduction
Role that diversity management plays at
CERA
Current problems with management of
diversity
Rationale of business for management of
diversity
Present beneficiaries of diversity
management
Business strategy and HR planning at CERA
Role that stakeholders play in process of
selection
Recommendations
Conclusion
References

1. Introduction
CERA is a firm, which is working on very vast scale throughout the globe. This study
observes significance of management of diversity at the firm and explains relevancy of
diversity at the place of work. This also needs to involve a culture of proper diversity
management whilst establishing the organization. It must promote culture in a form in
which each and everyone could view the entire reflection of diversity within firm’s
culture as well as processes. CERA has also been actually working till date upon a very
traditional model of recruitment of personnel but there is a necessity to keep the doors
opened for people from several dissimilar upbringings with an aim to accomplish the
cultural differences.
2. Role that diversity management plays at CERA
It is suggested to Mark French to inculcate principles of diversity management at the
place of work with an aim to highlight all the vital aspects of management of human
resource. Several facets of management of diversity can be recruitment, performance,
selection, training and development and also appraisal. Firms require depicting a full
pledge towards diversity as well as must attempt to integrate properly flexible conditions
for working for its staffs with an aim to gain balance and equality at workplace1.
However, diversity at workplace and its management ensures building of a robust relation
with the society or community that also helps in increasing the general productivity of the
firm. This procedure even helps in enhancing the quality of the programs as well as
delivers a very effective and efficient service or product. CERA also needs to involve a
management program for cultural diversity management while carrying the business. It
must also promote the culture in a format that each and everyone could see and might be
able to analyze the diversity within their culture and process2. Success of the firm
depends on the capability of the business to adopt changing ecology and adjust in the
diversity as well as its ability of realizes the advantages of such diverse situations and
flexibility. With an aim to ensure selection of diverse group of talent it is always
suggested to enhance the firm’s HR policies that would create sufficient opportunities for
the business. Manager of HR must make sure about the recruitment of well-organized
staffs from several different groups of people via practicing appropriate management of

diversity at place of work. Selecting people from several different teams would enhance
1overall output3. Furthermore diversity management at the time of recruitment as well as
selection has been proven to be not a difficult task at all. Reexamining firm’s HR policies
and rules time to time as per competitive ecology throughout the globe is recommended
to attain the aims and objectives smoothly4.
3. Present issues with diversity management
Management of diversity within the firm focuses upon assembling g of the values in the
firm and also practices of strategy with an aim to develop business’s strategy and vision
pertaining to needs of the firm. Diversity management involves equal opportunity of
employment for each person at the workplace. This would make sure incorporation of
people with several viewpoints as well as background to perform under one top5. CERA
requires developing policies and strategies emphasizing on promotion of management of
diversity. It requires developing compliance-oriented approach with an aim to promote
workplace diversity. People of the firm are source of its strength and its competitive
advantage. Diversity management actually has several impacts on the firm while
considering complications that are faced by the business6. It would help in supplying a
competitive advantage to CERA by keeping the doors opened for people from several
diverse backgrounds. This procedure would help the firm acclimatizing effectual
planning at office. This would also help in refining and enhancing innovative exercise at
place of work, which would later increase firm’s overall output. CERA needs to develop
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