Managing Cultural Diversity: Human Resource Management Policies Study

This report delves into the critical topic of managing cultural diversity within organizations through effective human resource management (HRM) policies. It begins by highlighting the significance of cultural diversity in the workplace, emphasizing the need for respect and understanding of different cultural backgrounds. The report explores the theoretical background, including literature reviews on cultural diversity, HRM strategies, and leadership training. It examines key HRM policies such as equal opportunity, recruitment, employee safety, and code of conduct, emphasizing their role in fostering an inclusive environment. The research aims to identify factors affecting cultural diversity, assess its impacts on organizations, and propose strategies for effective management. The methodology and research questions are outlined, providing a framework for addressing the challenges and opportunities presented by a diverse workforce. The report also includes a justification and contextualization of the study, emphasizing the importance of implementing HRM policies to promote a positive and productive work environment. The study's hypotheses are presented, focusing on the implementation of HRM policies and the maintenance of cultural diversity within an organization.

Running head: MANAGING CULTURAL DIVERSITY: HUMAN RESOURCE
MANAGEMENT POLICIES
Managing Cultural Diversity: Human Resource Management Policies
Name of the Student
Name of the University
Author’s Note

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Table of Contents
A. Introduction.................................................................................................................................2
B. Theoretical Background and research focus...............................................................................3
C. Justification and Contextualization.............................................................................................7
D. Methodology...............................................................................................................................9
References......................................................................................................................................12

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A. Introduction
The quality of diverse along with different cultures that mainly opposes to the
monocultures highlights the cultural diversity. It mainly includes to work with different people
which belongs from different cultures and respects their cultural differences (Ozturk and Tatli
2016). Differentiating different cultures in a workplace generally manages the cultural diversity
and effectively interacts with other people that belongs to different cultures and community.
Human resource management also deals with hiring of people from different cultures and
community for a similar target of a business (Guillaume et al. 2017). In a workplace, managing
cultural diversity is important which mainly points out the effective communication with the
people who are working for the business and achieves the target of their own. In addition to this,
key human resource management policies have also been discussed in the study which points out
the strategies and techniques and policies that points out the effective management within the
organisation.
The human resource policies includes the strategies and guidelines that are required to be
followed for supervising the business and maintaining the business activities. The managers who
deals with human resource are required to be follow certain policies that would make the
structure of the management in a better way (Kakabadse et al. 2015). The study also includes the
theoretical background and the focus of the research which highlights the actual justification and
contextualization of the study. Moreover, the methodology that has been used in the study has
also been highlighted along with the aims and objectives (Parker 2016). The competence of
developing the cultural diversity mainly results in the overall ability of connecting the people
from different cultures and interacting with them for better outcomes.

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B. Theoretical Background and research focus
Literature Review
The concept of cultural diversity is totally based on the acceptance of the individual and
their respect that might affect their cultural differences. The overall understanding is also
important and that have to be highlighted by the different procedures and concepts (Hunt, Layton
and Prince 2015). The existence of the broad groups is to be acknowledged along with the group
of people that are associated with the cultures. The overall diversity includes the language, race,
ethnicity, political views and others that points out the responsibilities of familial factors. The
cultural values are required to be explored from the sources and that have to be highlighted by
the cross cultural differences in a workplace (Neal et al. 2015). Diversity of cultural at works are
more important as it includes the employees that are associated with the business and who would
be responsible for achieving the targets of the business. The cultural diversity at the workplace
are required to be explored which points out the several perspective that are required to be
implemented within the business organisation. Management of the team, respecting the authority
along with team work and responsibility is included in the method of cultural diversity (Selmier
II, Newenham-Kahindi and Oh 2015). The interpretation and transparency of the ethics provides
the system of diverse beliefs that mainly creates a barrier for the bonding of the job.
The responsibility that mainly falls on the leadership of the business highlights the human
resource professionals that ensures the mitigation of the issues. The issues are required to be
managed and each worker of the business feel free to consider the valuation of the ethics that are
associated with them (Rodríguez-Pose and Hardy 2015). The leadership training with the cultural
diversity highlights the following strategies that are required to be managed in an effective way
along with integrating the diversity within the workforce. The culture inventory is required to be

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considered which includes the progress update on the workforce along with creating the intensity
of diversity. The cultural positivity highlights the gap between the plans and strategies that are
required to be fulfilled on the process of mentoring people (Tratalos et al. 2016). The leadership
accountable is to be related with the sills and the motivation that are required to be included with
the regular process along with the progress. The accountable leadership of the course includes
the presenting of the cultural profiles which mainly introduces the employees to the diverse team
along with the local environment. Different boundaries around the cultures highlights the local
environment that reviews the results of the human resource management policies.
Human resource management policies generally guidelines the supervisor and the
management of a business for allocating better employees. The policies and the procedures are
mainly implemented by the local government as well as the state government (Crowley,
Hinchliffe and McDonald 2017). The policies are required to be applied as the living document
and it is also required to be guided by the company. Human resource management policies and
procedures are experiencing the growth and support from other department of a business. There
are certain key policies for human resource management which are required to be followed by
the employees of the company (Noort et al. 2016). It consist of certain key elements which
includes the equal opportunity policy that focuses on the key discrimination on labour law and
making it compliant with the overall structures. Recruiting and hiring is also associated with the
process of human resource management and the managers are responsible for hiring the skilled
and talented employees for their organisation (Corfield and Paton 2016). Termination and off-
boarding is also associated with the process which mainly rejects the employees who would not
be following the rules and regulation and do not want to work with the business. Salaries and the
bonuses are required to be provided to the employees as their remuneration or against the work

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that have been performed by them in the normal course of business. Appraisal of the
performances of the employees is required to be highlighted which points out the process of
providing certain incentives to the employees. This mainly help in motivating the employees and
allows them to work with more force and potential.
Safety of employees are also to be noted by the human resource managers and the
company is liable to provide a safe working environment to its employees. In addition to this, the
code of conduct points out the substance that would be prevented from of abusing (Aronson et
al. 2017). Sexual harassment is one of the major issues that are currently facing by most of the
organisations. The compliance of the laws and the regulation is to be implemented by the Fair
Labour Standard Act that allows the employees to work for the particular time for the particular
business. The approaches and the methods are primarily executed by the local government as
well as the state government (Jamali, El Dirani and Harwood 2015). The arrangements are
required to be connected as the living record and it is additionally required to be guided by the
company. Human resource management arrangements and methods are encountering the
development and bolster from other division of a business. There are certain key approaches for
human resource management which are required to be taken after by the employees of the
company (Guest 2017). It comprise of certain key components which incorporates the break even
with opportunity approach that centres on the key segregation on work law and making it
compliant with the in general structures.
The culture inventory is required to be considered which incorporates the advance
upgrade on the workforce together with making the concentrated of diversity. The social
inspiration highlights the crevice between the plans and methodologies that are required to be
satisfied on the method of mentoring people (Verma 2017). The authority responsible is to be

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related with the sills and the inspiration that are required to be included with the normal prepare
beside the advance. The responsible authority of the course incorporates the showing of the
social profiles which basically presents the workers to the differing group at the side the
neighbourhood environment. Diverse boundaries around the societies highlights the
neighbourhood environment that audits the results of the human resource management policies
(Beer, Boselie and Brewster 2015). Diversity of cultural at works are more imperative because it
incorporates the workers that are related with the business and who would be dependable for
accomplishing the targets of the commerce. The social differences at the work environment are
required to be investigated which focuses out the a few point of view that are required to be
actualized inside the trade association. Administration of the team, respecting the specialist in
conjunction with group work and obligation is included within the strategy of social differences
(Marchington 2015). The translation and straightforwardness of the morals gives the framework
of assorted convictions that basically makes an obstruction for the holding of the work.
Hypothesis
The following are the hypothesis of study that have been formed.
H1 – Policies of human resource management is to be implemented within the business
structures. Human resource management policies is to be implemented which would assist the
employees to work for the organisation.
H2 – Cultural Diversity is to be maintained with an organisation as the employees
consist of different cultures. The diversity of cultures is also required to be maintained that
highlights the employees from different cultures to work under one roof or in an organisation.
Research aims

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The main aim of the research is to manage the cultural diversity along with implementing
the human resource management in a business organisation. The policies that have been
discussed is also required to be implemented within the business as it assist the employees to
work in a better environment.
Research Questions (Objectives)
a) What are the factors that affect the cultural diversity?
Identifying the factors that affects the cultural diversity would help in managing the employees
from different cultures.
b) What are the impacts of cultural diversity in an organisation?
Identifying the impacts of the cultural diversity in an organisation would help in managing the
employees by implementing the human resource management policies.
C. Justification and Contextualization
Evaluation of the performances of the workers is required to be highlighted which
focuses out the method of giving certain motivating forces to the employees. This basically offer
assistance in propelling the employees and permits them to work with more drive and potential.
Security of workers are too to be famous by the human resource managers and the company is at
risk to supply a secure working environment to its workers. In expansion to this, the code of
conduct focuses out the substance that would be anticipated from it manhandling (Ehnert et al.
2016). Sexual harassment is one of the major issues that are right now confronting by most of the
associations. These are some of the reason for which the research is important and would also be
beneficial for the business in their normal course of business. The compliance of the laws and the
control is to be actualized by the Fair Labour Standard Act that permits the employees to work

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for the specific time for the specific business. Recruiting and contracting is additionally related
with the method of human resource management and the directors are dependable for enlisting
the talented and skilled employees for their association (Gallardo-Gallardo et al. 2015). The
administration training with the cultural diversity highlights the taking after methodologies that
are required to be overseen in a viable way at the side joining the differing qualities inside the
workforce.
The duty that primarily falls on the authority of the commerce highlights the human asset
experts that guarantees the relief of the issues. The issues are required to be overseen and each
labourer of the trade feel free to consider the valuation of the morals that are related with them.
The concept of social differences is completely based on the acknowledgment of the person and
their regard that might influence their social contrasts (Angrave et al. 2016). The generally
understanding is additionally important which have to be highlighted by the distinctive strategies
and ideas. The presence of the wide bunches is to be recognized alongside the gather of
individuals that are related with the societies. The overall diversity includes the dialect, race,
ethnicity, political views and others that focuses out the duties of familial variables. The social
values are required to be investigated from the sources which got to be highlighted by the cross
social contrasts in a work environment. The human resource policies incorporates the procedures
and rules that are required to be taken after for overseeing the trade and keeping up the trade
exercises (Jamali, El Dirani and Harwood 2015). The directors who bargains with human asset
are required to be taken after certain approaches that would make the structure of the
administration in distant better way.
The study also incorporates the hypothetical foundation and the centre of the research
which highlights the real defence and contextualization of the study. Additionally, the strategy

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that has been utilized within the study has too been highlighted together with the points and
destinations (Beer, Boselie and Brewster 2015). The competence of creating the social differing
qualities basically comes about within the in general capacity of interfacing the individuals from
diverse societies and connection with them for superior results. The quality of diverse together
with diverse societies that primarily restricts to the monocultures highlights the cultural diversity.
It basically incorporates to work with distinctive individuals which has a place from diverse
societies and regards their cultural contrasts (Verma 2017). Separating diverse societies in a
working environment for the most part oversees the social differing qualities and successfully
interacts with other individuals that has a place to distinctive societies and community. Human
resource management moreover bargains with enlisting of individuals from diverse societies and
community for a comparative target of a trade. In a working environment, overseeing social
differing qualities is vital which primarily focuses out the successful communication with the
individuals who are working for the trade and accomplishes the target of their claim (Nilon and
Vargo 2017). In expansion to this, key human asset administration approaches have too been
examined within the study which focuses out the procedures and procedures and approaches that
focuses out the viable administration inside the association.
D. Methodology
Research philosophy
Research philosophy is the procedure by which the data would be gathered and used for
the purpose of the research. It encompasses different philosophies that would be beneficial or the
research. There are different types of research philosophies which includes positivism and
interpretivism and in this study positivism philosophy of the research have been selected. It

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mainly deals with the phenomena that have already been studied in a stable position along with
identifying the regulation of the constituent elements.
Research approach
Research approach is basically a type of plan that points out the step for assumptions
which are broad in nature and that have to be associated with collection and analysis of data. The
nature of the research is mainly based on the approach which is required to be pointed within the
application of the research. This research focuses on the cultural diversity that would assist the
organisation in managing the employees in a better way. The mentioned hypothesis would also
be tested as per the information that have been gathered for the study.
Methodology and research design
The method that would be selected for the research is the qualitative data along with the
indicators is to be chosen. The variables would be analysed along with the ideas that have been
gathered from the literature review in the above part. The process of managing the cultural
diversity is also required to be pointed out along with the policies of the human resource
management. The design of the research is also required to be pointed by the research that have
already been done earlier. The thematic analysis is to be used performed that highlights certain
themes which would be useful for the study.
Data collection method
The data collection method that would be used in the study is the secondary research as
the information are required to be collected from the secondary sources such as journals, articles
and others. Primary research would not be used as it mainly points out the opinion of the
individuals that are collected from the interviews and questionnaires. Secondary data would be

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more reliable and appropriate for the research as the data that are available would be more
authentic and useful for the study.
Data Analysis
The data that have been gathered is required to be analysed as per the themes that have
been developed and would be easier to understand. The data that are available are more reliable
as it have been provided by other authors and are also verified. Different policies are required to
be implemented within the management of the cultural diversity along with the process of human
resource management.
Access and Ethics
As the nature of the data is totally secondary and for this reason no primary research
would be conducted. As primary research would not be conducted, no individual would be
harmed during the process of collection of data. The collected data have been gathered by legal
means as well as ethical means which have already been derived from the existing literature. It
would be well referenced which means that the credits would be provided to the respective
authors.
Limitations
The data would be gathered with legal and ethical means and along with this the gage of
the changes might affect the overall research. The internal conflicts of the organisation might
affect the implemented policies of human resource management. Collecting primary data might
leave some biased opinions as the respondents might be attached to the business. These are some
of the limitation of the research and is required to overcome at later process of study.