HRMT11011: Effective Management of a Diverse Workforce Report

This business report, prepared for HR professionals, focuses on the effective management of a diverse workforce within organizations, specifically in the context of HRMT11011. The report begins with an executive summary and table of contents, followed by an introduction that highlights the importance of employee performance and customer satisfaction. It then delves into research on issues related to human resource management, including diversity, recruitment, and legal aspects, referencing news stories from 2017. The report identifies specific challenges such as sexual harassment, ethical concerns in recruitment technologies, and difficulties with changing legislation. It discusses essential human resource practices like recruitment and selection, health and safety, and compliance with laws and legislation. Furthermore, it discusses relevant theories, frameworks, and models, including those related to motivation, leadership, and diversity management, such as Maslow's hierarchy of needs and situational leadership. The report concludes with recommendations for creating safe work environments, flexible working hours, and promoting employee well-being, with the aim of improving organizational effectiveness. The report uses various sources to support its arguments and provides a comprehensive overview of the topic.

Unit: HRMT11011 Human Resources in
Organisations
Assessment: Assessment 3 Business Report

Effective Management of
Diverse Workforce
Report on
for the
Insert the designation of the person for whom
the report is prepared
(e.g. Human Resources Manager)
prepared by
Human Resources Advisor
Date to be inserted here (suggest you make this the due date of the
assessment)
HRMT11011 -T3 - 2017 - Assessment 3:Business Report - Individual 1

EXECUTIVE SUMMARY
Human resource management consist of different type of functions and all these are aimed at
making employees perform with their full efficiency. Employees have direct contact with customers
and so they are responsible to perform their roles efficiently so that so that service users expectations
can be met. Further, business need to make proper analysis of the business so that they are able to
determine the areas in which they lack. As per the news story that is selected, in the year 2017, there
are different type of issues that are faced for diversity, recruitment and legislations. To overcome these
problems, business need to make appropriate analysis of situations models should be applied. Lastly, it
can be recommended that employees should provide with safe environment in which they can work
and female workers should be given with the opportunity to work in flexible working hours. Further,
proper monitoring should be done and it also need to individual interaction so that management is able
to develop strong relation with employees and they share the issues that are faced by them.
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Table of Contents
EXECUTIVE SUMMARY................................................................................................................................... 2
1.0 INTRODUCTION....................................................................................................................................... 4
2.0 RESEARCH................................................................................................................................................ 4
2.1 Issues related to human resource management faced by companies.........................................................4
2.2 Human resource practices that should be followed.....................................................................................5
3.0 DISCUSSING THEORIES, FRAMEWORKS AND MODELS...............................................................................6
3.1 Theories, models and frameworks for human resource management........................................................6
4.0 Conclusion............................................................................................................................................... 7
5.0 Recommendations................................................................................................................................... 7
6.0 References............................................................................................................................................... 9
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1.0 INTRODUCTION
Main focus of any firm to attain their goals and objectives that are set by them. In this process,
it requires to have proper support from the side of workers. When they are not able to perform with
their full efficiency, then it has negative impact over the business. There are firms that deliver similar
type of products and services. This way, customers have wider choice for selecting good and they
make purchases for the things that are able to meet their requirements (Armstrong and Taylor, 2014).
Even for this process role of workers are vital as they are the face of company. They provide
information to customers and clarify all the doubts that they have. When these are not done
effectively, then it has negative impact on business and satisfaction level also get affected. Present
report is based on news stories occurred in 2017 around law, recruitment and diversity. In accordance
with the selected news, there are different type of issues that are faced in related with above mentioned
areas that fall under human resource management. Purpose of the firm is to understand the problems
that are faced and to make of strategies, theories and models to overcome the issues faced within the
organization. When these areas are considered and appropriate steps are taken for the same, then it will
be helpful enough for the firms to operate effectively.
2.0 RESEARCH
With companies, there are workers who belong to different cultural background. These aspects
has both positive and negative impact. As per the positive impact, different people have diverse set of
preferences and thinking capabilities or for understanding situations. These are helpful enough to grow
and to develop their set of learning and understanding towards the work each employee performs. On
the other hand, the other set of negative impact that are faced consists of conflict situations that are
faced due to miscommunication (Jiang, Lepak and Baer, 2012). There are people who do not
understand common language so that it becomes difficult for them to interact with each other. There
are different type of departments that work together to attain common goals. This way, there is a clear
flow of communication that enables them to interaction at all levels. Further, management requires to
make sure that all workers are provided with proper training so that they are able to make use of their
full skills and capabilities in positive manner.
2.1 Issues related to human resource management faced by companies
As per the news article provided, it is identified that various type of issues are faced from the
side of human resources management. In this context, below given are problems that are faced:
Diversity: There are different forms of diversity that are identified by people within the
organization. There are problems faced at Google, Uber, Macquarie Bank and Weinstein scandal were
women are sexually harassed. In these aspects it requires the HR management to take up appropriate
steps so that they are able to consider the issues faced by women. It is important that safe and healthy
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environment in which women are able to work freely (Buller McEvoy, 2012). As per the companies
mentioned above, women are not able to work freely they are sexually harassed due to which there are
negative impact faced in the performance. There are three dimensions on which diversity is
categorised these are: demographic, psychological and organizational. Among these main problem
faced is related with demographic diversity in which people are differentiated for gender age and
ethnicity.
Recruitment: When change in time, there are different type of technology that has come up so
that the process for any task can be easily performed. Recruitment is a lengthy process and companies
have to invest highly on time and money so that they are able to find most suitable person for the
vacant job. However, organization like John Hopkins All Children’s Hospital in Florida make use of
“geofencing”. This is a type of technology that digitally fence area and identifies new person to push
advertising their way. This is one of the effective ways that has helped firms to identify people but this
has raise the problem of ethical concerns as it excludes people based on the place they live, gender or
race. Similarly, there Lee Hecht Harrison has designed “chatbot” that enable to find out candidate but
even this increase the risk of ethical concerns.
Legal: There are changes that are made in Fair Work Amendment and visa system. This has
caused serious problem to employees who are working at other countries. Because of this, employers
were acing difficulty in hiring people from overseas. In order to focus on the goals and objectives in
effective manner and with the changing preferences, there are changes made on frequent basis (Purce,
2014). There are conditions in which employees face difficulty to accept the changes. This way, the
rate of motivation that they possess within them gets reduced. When new workers are to be hired, then
the cost that have to spend is high and so management prefer to hire individuals from their own place.
2.2 Human resource practices that should be followed
In accordance with the type of practices that need to be followed by companies, it can be
stated that, these are done so that strong relationship with employees are developed so that they can
perform with their full efficiency. Below given are some of the practices that are followed at cited
firm:
 Recruitment and selection: Management focus on identifying people who are required for the
business and then set out their needs by making use of various sources so that people get to
know the job available (Alfes, Shantz and Soane, 2013). When standard process is applied,
then the cost that will be incurred is high. Interviewer need to consider the business in such a
way that they are able to provide equal opportunity to all people who apply for the post.
 Health and safe environment: All the equipment or tools need to be provide to employees so
that they do not get harm. People prefer to get a job in which they are earning and there are
job security provided by the firm. In this context, cited firm does make sure that they proper
security is provided to employees (Jiang, Lepak and Baer, 2012). There are situations in which
workers fail to perform their roles in effective manner. For this type of condition, there can be
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many reason but one of the reason is training and development. It is important for companies
to deliver their workers with proper training
 Laws and legislations: There are various type of laws that are followed so that proper support
is provided by the management and it enables to reduce the rate of diversity. More
specifically, it consists of Workplace relations act 1996, The Fair work act 2009, Health and
safety act 2010, etc. (Renwick, Redman Maguire, 2013). These are followed so that
employees develop trust for the business and can work freely. Moreover, it includes Sex
Discrimination Act 1984, Racial discrimination act 1975, Human right and equal opportunity
commission act 1986, Disability discrimination, etc. All these laws make sure that employees
whether male of female workers are supported and they can work effectively. It is essential
that HR manager is able to make workers perform their roles and responsibilities with proper
interest and willingness. For this, they have one to one interaction so that the problems faced
by them are identified and appropriate steps are taken solve them.
3.0 DISCUSSING THEORIES, FRAMEWORKS AND MODELS
With time there are various changes that has taken place and these are made with the research
that are done by other people within the organization. In this context, there are different type of
theories, models, and frameworks that are followed so that problems related with human resource can
be identified.
3.1 Theories, models and frameworks for human resource management
In accordance with the framework for human resource management, it can be stated that the
initial stage goals and objective need to be set. Then analysis should be carried out to evaluate the
internal and external forces that affects the business operations (Jiang, Lepak and Winkler, 2012).
Further, it consists of implanting human resource strategies so that the problems that are identified can
be resolved. When there are appropriate steps decided, then it becomes favourable enough for the
business to direct worker to attain the goals and objectives.
As per the news story there are issues in relation with diversity identified. In this context, there
are two different theories that can be followed for diversity. Theory given by Dr. R. Roosevelt
Thomas, it can be stated that there are few basic tenets related with relationship to improve business
outcomes. With this respect, it is important to manage inevitable diversity for changing workforce and
this can be done by skilled leaders and managers, further, goals need to be set so that management are
able to focus on reaching them.
Further, there are models and theories that are included in HRM. In this context, theories
related with motivations are applied so that workers boosted up towards the work they perform.
Maslow’s hierarchy of need is an effective theory for motivating employees. This covers all needs and
when these are fulfilled, then it becomes favourable enough to raise motivational level. Further, it
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consists of Theory X and Theory Y (Pichler, 2012). As per this theory, employees are grouped into
two that is X and Y. All the workers who are able to perform with full efficiency and are positive
towards the work are grouped under X. On the other hand, employees who fail to perform effectively
and do not have willingness towards work are grouped under Y. Strategies are used for both the
groups so that employees are able to develop their skills and capabilities. There are leaders who are
supportive enough for the firm to direct and guide workers. There are various type of leadership styles
that are included (Renwick, Redman Maguire, 2013). One of the leadership is situational leadership in
which leader will evaluate the problems and understand the condition that are faced by them, then
steps and strategies are applied so that it can be solved.
Models for human resource are for different reasons. It consists of analysing satisfaction level,
determining their performance, etc. (Alfes, Shantz and Soane, 2013). For each of these aspects, models
are used. For example, balance score card is used so that performance of workers are identified.
Similarly, it also consist of 360 degree feedback that enables to evaluate the performance of workers.
As per these models, employees are asked to fill up a form that contain all questions that helps to
identify satisfaction level and their performance. When these type models are used, then management
of cited firm is able to determine the people who are not able to perform effectively and the areas in
which they need to have improvement.
4.0 Conclusion
In accordance with the report, it can be concluded that there are negative impact faced when
women are not treated properly and safe working environment is provided. It is important that there
are individual meeting conducted so that there are proper coordination with each member in the firm
and they share the problems that are faced by them. In order to perform any type of work, it requires
the person to have proper level of motivation and this is attained when the set of preferences and
expectations are fulfilled. Further, there are theories like Maslow’s hierarchy of need, theory X and
theory Y, etc. for making employees to raise their satisfaction level. Further, training and development
is helpful for the firm to develop their skills and capabilities that enable them to put on their full
efforts to perform their job.
5.0 Recommendations
There are different type of recommendations that need to be followed by companies. This will
be helpful enough to improve their performance level.
Flexible working hours: When the problems are sexual harassment are faced by companies,
they need to provide women with the opportunity to get flexible time for working so that they are able
to work free and be safe.
Providing equal job opportunities: Employees who belong to different cultural background
have diverse set of perceptions and look out for situations. It is important for the countries to make
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laws that will ensure proper safety but provide opportunities to people who are willing to work in
foreign countries. This will enable to firm to grow and in attaining their desired goals.
Recruitment process free from diversity: The cost that are incurred by cited firm for
recruitment, training, etc. is huge. However, the standard process enables the management team to find
people who will be suitable for performing the set of role. On the other hand, making use of
technology that increase risk of ethical diversities should be used less. When proper focus is made by
management to consider all laws effectively, then it will be favourable enough for them to develop
trust and confidence within the mind of workers.
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6.0 References
Alfes, K., Shantz, A. D., & Soane, E. C. (2013). The link between perceived human resource
management practices, engagement and employee behaviour: a moderated mediation model.
The international journal of human resource management, 24(2), 330-351.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review, 22(1), 43-56.
Jiang, K., Lepak, D. P., & Baer, J. C. (2012). How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy
of management Journal, 55(6), 1264-1294.
Jiang, K., Lepak, D. P., & Winkler, A. L. (2012). Clarifying the construct of human resource systems:
Relating human resource management to employee performance. Human resource
management review, 22(2), 73-85.
Pichler, S. (2012). The social context of performance appraisal and appraisal reactions: A meta‐
analysis. Human Resource Management, 51(5), 709-732.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives
on Human Resource Management (Routledge Revivals), 67.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review
and research agenda. International Journal of Management Reviews, 15(1), 1-14.
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