Recruitment and Selection Practices
Added on 2020-05-28
16 Pages3653 Words349 Views
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Running head: HUMAN RESOURCE MANAGEMENTHuman resource managementName of studentName of UniversityAuthor note
1HUMAN RESOURCE MANAGEMENTExecutive Summary This very specific study had provided in-depth overview about the importance of implementingdiversity management at the workplace. From the concept of human resource management,various HRM policies, practices and strategies are developed to focus on how to managediversity and ensure that people from diverse backgrounds interact and work together incoordination, rather than discriminating each other. As CERA’s main objective is to remaininnovative, deliver the best quality services to people, so it is essential to enable changes andmanage diversity for considering the ideas and opinions of people from diverse backgrounds, andensure successful accomplishment of organizational goals and objectives effectively.
2HUMAN RESOURCE MANAGEMENTTable of ContentsIntroduction......................................................................................................................................3Management of diversity at CERA..................................................................................................3Major components needed for managing diversity.........................................................................4Diversity management strategies.....................................................................................................5Recruitment and selection processes...............................................................................................6Importance of investing in HR practices.........................................................................................7Gender diversity in leadership roles................................................................................................7Challenges faced due to diversity....................................................................................................8Managing the challenges faced by diversity management..............................................................9Argument with reference to diversity management.......................................................................10Conclusion.....................................................................................................................................12
3HUMAN RESOURCE MANAGEMENTIntroductionThe report is presented for discussing the various important aspects of managing diversitywithin the workplace of business organizations. In this topic, the diversity management at CERAalong with the various debates concerned with it will be illustrated for making Mark Frenchconvinced with the business rationale arguments with ease and effectiveness. The managementof diversity at the workplace means creating a diverse workforce consisting of employees andstaffs with different characteristics and experiences belonging from different backgrounds,cultures, gender, age, race, religion or ethnicity (Ashikali & Groeneveld, 2015). Management of diversity at CERAHuman resource management is one of the major aspects of business for the achievementof business goals and objectives and at CERA; everything was going normal, just as the otherbusiness organizations. The HR teams were involved in weekly meetings and even reviewed therecruitment and selection processes, though something was left out. The major thing that wasmissing had been the inability to manage changes and improve the cultural fit, furthermore makeproper selections of skilled and knowledgeable individuals based on their merit, rather than byconsidering their background, culture, race or religion from which they belonged. Investmentswere mainly done for the HR practices for achieving the best quality of services and remaininnovative too. It was necessary for managing changes and bring something new that could notonly improve the business performance but would also result in fulfilling the needs andrequirements with ease and effectiveness (Olsen & Martins, 2012). Being one of the consultingorganisation within the civil construction company in Sydney, Australia, the company mustprovide the best quality solutions and advices to the clients for understanding their needs and
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