Implications of International Human Resource Management (IHRM)

Title One:
Identify and evaluate the key issues that any organization could face regarding
organizational culture with such a diverse workforce as suggested above and any possible
implications of this for IHRM Managers.
On the organisational cultural diversity. Modern people include people from various sexes, ages,
nationalities and racial backgrounds. Employers also recognized the material and non-tangible
advantages of employee diversity. To support employers, they need to articulate their
contribution to meeting the demands of a diverse population to the benefit of culture diversity.
Employers ought to recognize the uniqueness of their workforce in order to avoid problems at
work, such as discomfort and conflict.
Leadership—Diversity in the workplace will have a strong effect on the leadership. The benefits
of cultural diversity include: The leadership is the identity and the voice of the organization,
ranging from creating corporate culture to hiring various people during recruiting.
Innovation – Once anyone in an enterprise has the same experience, they would have identical
thoughts. Companies require fresh designs and concepts to stay successful. A variety of
employees offers valuable insights in solving challenges and innovating to achieve a strategic
advantage.
Productivity – a company's diversity indicates the productivity of its workers. The Global
Diversity and Inclusion of Forbes In a diverse report of the workforce, 77% of firms have
appreciated the performance of the diversity programs' productivity. Forbes study respondents
told their employers that a diverse number of workers had increased their efficiency.
Growth – As an organization has a diversified staff, it will create partnerships with people from
various cultures. Various staff will counsel businesses about the right ways to attract new
customers. Staff who speak foreign languages and are knowledgeable of international cultural
norms may be essential for the growth of an organization.
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Cultural diversity at workforce
It is not possible to assess the value of cultural diversity at work. Different staff raise the bottom
line and help remain on the correct side of the rules. Enterprises with a strong diversity policy
and integration (and that this strategy is being pursued) benefit from more successful and active
staff and a credibility.
The allocation of leave is an important area in which businesses who hire hourly staff have to
show equal care.
Managing diversity in the workplace
Issues around a diverse workplace may be handled and mitigated through active action by
workers to ensure tolerance and acceptance in their businesses.
Here are few tips to manage workplace diversity:
Development of formal guidelines – Companies can have in their staff guide their policy on
diversity. Details on non-discrimination legislation, code of ethics and pay and profit policies
should be part of the policy.
To offer awareness training – Training in empathy should be given to employees to build a
stronger working atmosphere. Training of sensitivity will help workers evaluate diverse points of
view, consider terms and acts that trigger offence, and what needs to be accomplished if
offended.
Create a responsibility schedule – Check the progress regularly and plan how you guarantee that
employees maintain your policies.
Workplace issues involving cultural diversity
All companies that have risen as a good symbol of cultural integration have encountered
problems in promoting cohesive work with individuals from diverse groups. These matters can
be addressed by HR staff and management of the firm.
Any organisational diversity problems that will need to address are as follows:
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Conflict – Bigotry, damage, disrespect and bias in the workplace are permitted to exist.
Intolerant views may become transparent conflicts as businesses choose to take the right action
to prove that no prejudice of any kind is allowed.
Harassing – Training about what constitutes stalking should be offered. Employees harassing
others should be treated according to the policies of the organization. Hostage may have a
detrimental impact on workers and the business in general, like all other problems resulting from
the diversity at employment. Uber is an example of an organization which has been harmed by
abuse allegations.
Disregarding requirements – Certain businesses neglect people's needs by not supplying them
with the tools they require for accessing and carrying out their work at all the facilities.
Employers ought to take the initiative in providing a safe working environment for all their staff,
regardless of their condition.
The challenges posed by integrating non-standard workers into the workforce ultimately have an
effect on organizational performance and innovation. Advocates of temporary and contract work
posit that workers who move between firms are a good source of knowledge and learning for the
organization on account of their expertise and exposure to practices in different
places.Outsourced labor and freelancers, (independent professionals), allow firms to use more
specialized labor unavailable in-house which can add creativity and innovation to the work.
Moreover, the traditional reasons for using non-standard workers, such as replacing temporarily
absent employees, meeting short spikes in demand, screening new hires, or accommodating
workers’ scheduling preferences as a retention strategy, perform important functions that can be
beneficial for a firm’s productivity
The diversification of part-time work into “very short hours” or “on-call” work, including “zero-
hours” contracts (with no guaranteed minimum hours), has parallels with casual work in an
organization.
Temporary workers are the wage employees in an organization. In an organization contractors
are the Fixed-term contracts, including project- or task-based contracts; seasonal work; casual
work, including daily work task.
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