Report on Managing Diversity in HRM: 2002EHR Human Resource Principles

This research paper explores human resource management in the present century, analyzing the issues and challenges of diversity and inclusion, particularly concerning younger workers. It discusses the impact of technology on production, recruitment, and training, emphasizing the HR department's role in maintaining and training the workforce to achieve a competitive advantage. The report delves into the lack of experience, dedication, and organizational skills among younger workers, contrasting them with older generations. It examines HR practices and strategies for managing diversity, including developing employee capabilities, improving training opportunities, and implementing performance appraisal systems. The conclusion highlights the value of a diverse workforce and the importance of aligning employee needs with organizational objectives. The report recommends strategies for improving communication, interaction, and overall growth of diverse employees within an organization. Desklib offers students access to similar solved assignments and past papers for further study.

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Executive Summary
The research paper on the human resource management in the present century will
analyze the issues and challenges also it will put forward the solutions to attain competitiveness.
Technology has implemented a great change into the methods of production, the process of
recruitment and the training techniques of an organization. It is now up to the personnel of the
HR to work accordingly to their own functions. In this paper the issues and challenges which are
confronting today in an organization is discussed and analyzed with relevant theories. The
recommendations and conclusions are provided at the last of the paper.

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Table of Contents
1.0 Introduction................................................................................................................................3
Diversity......................................................................................................................................3
Diversity Management.................................................................................................................4
2.0 Discussion..................................................................................................................................4
2.1 Issues......................................................................................................................................4
2.1.1Lack of experience...............................................................................................................4
2.1.2 Dedication...........................................................................................................................5
2.1.3 Organizational skills...........................................................................................................5
2.2 Practices.................................................................................................................................5
2.3 Strategies................................................................................................................................7
3.0 Conclusion.................................................................................................................................9
4.0 Recommendation.......................................................................................................................9
References......................................................................................................................................11

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1.0 Introduction
The modern business organizations will not be able to perform effectively without the
use of the proper use of technologies in their business processes. Therefore, it is the
responsibility of the human resource department in order to maintain the and train the work force
and check what are the basic requirements for the human forces in order to achieve the
competitive advantage of the business in present century. Due to the rapid changes in the
business world the HR manager is facing a variety of issues and challenges that how they can
best manage and put forward their effort in finding out ways in solving the issues and challenges.
The aim of the report is to explore the concepts and different of diversity and inclusion in
a business organization. It will also help to strengthen the youth workers in the organization. It
will enable the readers to learn from the approaches and methods which are used in youth work,
as well as used in other sectors of work. The report will put further research work in order to see
how these changes can be applied and adapted in order to fulfill the needs f the youth workers.
The recommendation and conclusion of the report will help the readers to gain
knowledge on the different tools, methods and other techniques which are used by the human
resource managers in order to manage the diversity as well as interacting successfully despite
finding out the difference.
Diversity
There are many definition of diversity referring t the involvement of the young workers
in an organization. One of the most useful definition among them is given by the author Berman,
(2019) who describes that diversity means understanding that each and every member working in
a particular organization is unique. Recognizing the individual differences of the members

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working in the particular organization there can be a difference in the dimension of race, sexual
orientation, physical abilities, religious beliefs, political beliefs, ethnicity, socio economic status
and other ideologies.
Diversity Management
Diversity management can be best defined as the active and conscious development for a
future oriented, managerial and communication process, which is driven by strategic value and
the proper use of certain kinds of differences as well as similarities as a potential in an
organization. The process aims to create and add value to the organization (Banfield, 2018).
2.0 Discussion
2.1 Issues
The major problems which are faced by the human resources in context to the younger
workers in an organization are given below:
2.1.1Lack of experience
The older generations are much experienced as because those people did not used to
receive everything from their parents. They were present in the workforce for decades,
which has let them seen every millennial to which they can relate to. Leroy and Stobbeleir,
(2018) defines that the young workers lack the experience which the older workers have
in the organization. They are inexperienced in overcoming rough challenges and will be
continuing to do so. Berman, (2019) also explains that the older workers in an

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organization are always present in inspiring the younger employees in order to perceive
through the rough times and reach to the topmost positions in an organization.
2.1.2 Dedication
The young workers in an organization does not always boom up with the benefits of
incentive. Banfield, (2018) defines that the older workers working in an organization are
always trying to give their best, arrives to work before time, accomplishes their daily goals
and sometimes reach beyond their working limits. This makes them an ideal mentor for
the younger workers in the organization.
2.1.3 Organizational skills
The younger workers present in an organization are not aligned to in accomplishing their
goals. Xiang, Hansen, Pisaniello & Bi (2016) defines that in most of the cases the young
workers does not know about that how being organized is the best way in order to make
sure that the things are done in a proper manner. Bailey and Mankin (2018) explains that
they do not stick to the organization success structure which makes them pretty
unorganized.
2.2 Practices
Development of human resources is pretty essential in any business organization, if the
organization is likely to be dynamic and growth oriented in the long run. Unlike the other
resources used in an organization the human resource development department in an
organization has diverse and unlimited potential capabilities. The potentials ca be used in
order to create a climate which will be capable of continuously identifying and bringing the
surface of work nature and the use of capabilities of the members working with the

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organization. Bogers, (2019) defines that the aim of the human resource development is to
create a working climate in the workplace where the techniques can be developed in the
recent years in order to benefit the working environment and bring improvement to the tasks
which follows certain principles. The concept of human resource development was first
introduced by Leonard Nadlaer in the year of 1969 where he had defined the human resource
development as a learning experience which an organization can use for a specific time. It is
thus designed in order to bring the possibilities of behavioral change in the organization. The
human resource development has certain functions which are related with the diverse issues
faced by the organization relating to the working of the young workers in various
departments. Varghese, Bi & Pisaniello (2018) explains that the Human Resource
development develops the moral and capabilities of each and every young workers working
in the organization. They are also dedicated in improving the capabilities of each of the
young workers in their relation to the present role. It also improves the relationship between
the young workers with their superiors and brings collaboration among the different units and
department present in the firm
The Human resource Development also aims in improving the training and development
opportunities for the diverse employees in the organization. Bhutta & Hussain (2018)
defines that the training and development of the diverse employees increases the job
satisfaction and morale among the employees. It also helps in increasing the motivation of
the employees. It also aims at increasing the efficiencies in the process which results in a
financial gain to the organization. It increases the capacity of the diverse employees to adopt
the new technologies and methods implemented. Hughes & Brown (2018) also explains that
it thus helps in the development of the company image and creates goodwill which increases

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the company in boosting the innovation strategies and products. The training and
development process by the human resource development among the diverse employees
mainly constitutes of explanations about how people have a perspectives and views which
includes the techniques to value the diversity. The development programs are developed in
order to increase the customer service in the increased competition in today’s global market
place which makes it very easy for the diverse employees in order to understand and meet the
needs of the preferred customers.
2.3 Strategies
Diversity management is known to have a process in the roots of the business
organizations. It is also holds an important place in the field of youth workers and young workers
present in an organization. Young people and workers who are working in an organization
should be equipped with the basic amenities which will help to manage and cope up with their
work irrespective of the diversity present in the organization. Bailey and Mankin (2018) defines
that it will prove to improve the positive communication and interaction among the people who
are working in the organization. This will ultimately help the young workers to improve their
current situation and bring opportunities for them. Principles of diversity management on the
three levels which includes the organizational level, personal level and interpersonal levels are
pretty applicable to the young workers in an organization. In all the three levels present in an
organization there are decision makers with a diverse background and characteristics and
knowledge almost about everything going on in the organization. Little organization has teams
and projects, leaders and managers who have the competency to manage the diversity present in
their organization. Hughes & Brown (2018) explains the HRD makes diverse people more
competent than the others. It is dedicated in developing new skills, attitude and knowledge of the

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person in the concerned organization. With the appropriate HRD program, the diverse people can
become more and more committed with their task and job in the concerned organization. The
training programs help the company and the diverse employees build trust and build respect
Therefore it can be said that the training programs and development process improves the all
round growth of the employees which improves the team spirit in various departments of the
organization. This helps the diverse people in becoming open minded with the behavior of
others. This helps in generating new values. Hence in order to conclude it can be said that the
Human Resource Department provide a lot of benefits to the diverse employees of the
organization.
The Human Resource Department can include or change the reward system in order to
recognize the skills and abilities of the diverse employees. This is done by various methods like
the performance appraisals, financial compensations, and increase in the salary and wage system
of the diverse workers or employees. Stückelsberger (2019) defines that the performance
appraisal which is also known as the performance evaluation is a systematic evaluation which
consists of a periodic process in order to assess the diverse employee’s job performance and
productivity in the organization. The performance appraisals are conducted annually in a
business organization. In general it can be said that the performance appraisals elements tell the
employee what they have to do more in order to gain a better results in the company. Buengeler,
Leroy & Stobbeleir (2018) explains the process of evaluation of the employee mainly includes
various assessments of how well the employees are performing which is calculated by scaling the
rates which indicates the strengths and weakness of the employees. A significantly
underperforming employee of the organization can be provided with an employment
performance plan which will increase the efficiency level of the diverse employee working in the

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company. The human resource department can increase the salary structure or the daily wage
which is provided to the employee in order to check whether it increases the performance of the
employee.
3.0 Conclusion
In order to conclude the paper it can be said that a diverse workforce is a reflection of
the changing world and marketplace. A diverse work team brings in a high value to the
organization. Therefore the Human Resource Management team focuses on matching he needs
of the diverse employees working in the organization. Training and developing the employees
will impact positively to the organization as because the employee skills contribute to in
achieving the objectives and aims of the business.
4.0 Recommendation
From the following paper it can be recommended that the companies should be clarifying
the training and development objectives as well as systematically conduct the training needs and
assessments. The participants of the training and development program should also know that
weather the training programs which are imposed by the human resource management seeks to
raise the awareness of the diversity management and develop a multi cultural skill in the workers
of the organization. From the above study it can be recommended that the companies are
benefitting from the engagement of the young workers in their industry with an increased self
esteem and responsibility (Thamrin, Pisaniello & Guerin 2017). These are the primary reasons
for the young workers. These have also lead to an increase in the high rates of work related
injuries. Considering all the statements The Committee on the Health and Safety Implication of

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the Child Labor should be established which will examine how the working affects the health
and safety of the young workers in the organization (Kucherov, Zamulin & Tsybova 2019).

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References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human resource management.
Oxford University Press.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bhutta, Z. M., & Hussain, K. (2018). Impact of Internal Corporate Social Responsibility
Practices on Customer Capital with Mediating Role of Human Capital in Education Sector of
Pakistan. NUML Journal of Critical Inquiry, 16(2), 111-XI.
Bogers, M., Foss, N. J., & Lyngsie, J. (2018). The “human side” of open innovation: The role of
employee diversity in firm-level openness. Research Policy, 47(1), 218-231.
Brewster, C., Mayrhofer, W., & Farndale, E. (Eds.). (2018). Handbook of research on
comparative human resource management. Edward Elgar Publishing.
Brueller, N. N., Carmeli, A., & Markman, G. D. (2018). Linking merger and acquisition
strategies to postmerger integration: a configurational perspective of human resource
management. Journal of Management, 44(5), 1793-1818.