HRM: Managing Diversity in Global Organizations with Migrant Groups

This report provides an analysis of managing diversity within Human Resource Management (HRM), specifically focusing on ethnic and migrant groups. It discusses the impact of globalization on workforce diversity and the importance of managing cultural differences in organizations. The report examines the role of HRM practices, such as training and development, and performance appraisal, in effectively managing a diverse workforce. It also contrasts diversity management approaches in international contexts compared to the Australian context and provides recommendations for implementing best practices within large organizations to address diversity issues. The report emphasizes the need for companies to analyze their cultural context, design effective jobs for diverse employees, and create a diverse pool of candidates to foster an inclusive and productive work environment.

Managing Diversities

Table of Contents
Introduction......................................................................................................................................3
Managing Diversities in Ethnic/ migrant groups....................................................................3
Management of diversities in recruitment and human resource management process..........5
Recommendations..................................................................................................................6
Conclusion..............................................................................................................................7
REFERENCES................................................................................................................................8

Introduction
As there is major flow of globalisation within industries, there are various people from
different backgrounds and cultures are coming together and working in same companies. It is
very important for the company to manage the business operations as well as personal
management in order to minimise the issues which are generated among the employees who are
coming from different background and culture. There is vast change within the industry on the
basis of labour workforce, homogeneous culture and formation of diverse culture within the
organisation. The human resource department of the companies responsible for choosing
appropriate approaches and strategies and making them into functional practices for managing
cultural diversity in the company. There are different ways by which the human resource
management helps to provide good cultural diversity workforce. This is done by grabbing
effective approaches and making them to be implemented within the practices of human resource
of the company. The following report will discuss about the concept of cultural diversity within
the company. There is explanation about the human resource approaches which are used for
managing the cultural diversity of migrant managers.
Managing Diversities in Ethnic/ migrant groups
Diversity at the workplace referred to that type of organisation which intentionally
employee a workforce compared of individuals from different gender religion race is ethnicity
sexual orientations education and attributes. Diversity is the work leads to various benefits which
are from individual as well as external perspective of the organisation. Migrant groups are that
group of migrant workers who are either migrant with their home country or outside it to pursue
the work. Migrant workers usually do not have the intention to stay permanently in the country
of the region where they are working but because of financial and other issues they have to go
the other places for earning money. Migrant workers who work outside their home country is
also called foreign workers are foreign groups. They have a great role in managing cultural
diversity on the workplace this is because number of workers who migrate from their home
country or region to other country or region will also bring their culture attitude believes to the
other region. This is also known as cultural diversity at workplace. There are number of
organisation which employs this type of individuals because of their talent and skill. For

example, Arabian countries employee from Asia or Africa because these are cheap labours which
can easily works on their mining and petroleum plants. Training cost of this worker is also not so
high which helpful to the companies for their maintenance. While this worker goes to these
reasons they also bring their culture to that reason which establishes cultural differentiation in in
the working place.
The migration groups have their direct relation with the workforce diversity as the main reason
behind this workforce diversity in an organisation or a nation. There are number of peoples who
migrated from different religions and countries to get a permanent job for earning their
livelihood. This also impact on maintenance of workforce diversity within the organisation as
these migrant peoples bring their culture to the company which it has to manage accordingly.
The change in culture will you can impact in different barriers as well as benefits for
organisation. The benefits of different cultures are that there will be chances to know each other
more. Also bring curiosity in a person and employees to know each other. This also enable in
sharing of different ideas to each and every individual within the organisation.
The migration brings cultural diversity to the host nation but it also has some benefits and
drawbacks which nation has to suffer. Migration policy is at the top of the global political agenda
for many countries. According to the survey more than 1 million people have tried to cross the
Mediterranean to reach the Europe in past 2 years. Which also show that there is largely caused
by the displacement of the people from what town country such as SERIA Afghanistan and
North Africa. The European Union adopt settlement scheme in September of 2015 where it
proposed the resettlement of 160000 asylum seekers from the frontline of you members state
over 2 year period from September 2015 to September 2017. Impacted negatively on the UK this
is because it increases the population of unskilled workers as well as non-trained persons. Create
cultural diversity Europe number of different culture people came at this guest house of UK.
These are generally called as refugee but after some settlements government invited them as
permanent residence.
The migration can also use by an organisation for managing the diversity within the organisation
for this it have to follow the policies and main exam ethical considerations within the
management which will make organisation more effective towards its diversity. For managing
the diverse workforce company can take some tips as a course strategy where it have to first stop

thinking of the diversity as a buzzword. For this is full of management have to take it seriously
where they have to manage each migrant worker within the organisation. According to study
conducted by international Labour organisation, every organisation and HR manager take
diversity not so seriously which is the main reason behind failure of diversify workforce within
the organisation. Company have to take migrating diversity seriously where it have to make
formulate policies related to leaving job after completion of specific time period.is type of policy
will helpful to the manager in understanding about the individual and its culture and managing
them for a long period of time within the organisation.
Make this my great diversity as a part of the organisation. Building a diverse organisation from
the ground up takes the time. For this company have to identify its hiring process to ensure that
they are interviewing a diverse stall of candidate. This will directly impact on maintenance of
effective cultural diversity within the organisation. Company can specify the migrant workers
according to their nation and behaviour that which type of culture will company things is suitable
for performing the task effectively and increasing the productivity within the organisation.
Migration have great impact on the performance of organisation as these employees are
generally from different backgrounds which impact on the performance of organisation because
it have to maintain different cultures at one time. Migrating groups are also work in in different
manner as they are from different religion where the where there is gap in communication
means. For example, an American company hire stock of persons from India or other regions of
Asia, and then there are more chances that they have different tone of language which will
impact on the performance of organisation as there will be communication barriers. It is the
responsibility of a manager within the organisation to manage these migrant peoples. For this
manager can use different techniques which are related to increasing the knowledge of the
migrant peoples by effective training and development for reducing this type of errors within the
organisation.
Management of diversities in recruitment and human resource management process
There are various human resource management practices which are to be managed
effectively for running the business smoothly and managing the cultural diversity issues. The
factors from which migrant background managers are affected are mentioned below -

Training and development - this is defined as one of the major factor which will help in in
increasing the bond and relation between the employees and making them capable of working in
the company. Training of cultural diversity is able to provide forum for the managers where they
can discuss their problems. When managers are capable of having greater willingness about
talking regarding the differences then it is able to build trust among employees. By doing so, the
manager’s capability for making effective decisions is also increased. The cultural diversity
training helps to deal with skill development of employees who are coming from different
backgrounds and culture. This training help d employees to deal with various difficult situations
that occur in business and communicating effectively within multicultural workplace. These are
very important and necessary for creating an effective module which will help in providing
cultural diversity training. After providing this training, the managers are aware about their
abilities and it also enhances the sensitivity of cultural differences among stakeholder employees
as well as customers.
Appraising and managing performance - when employees are working in a diverse
workplace, human resource department has to make strategies and planning for providing
effective training to their employees regarding a cultural diversity. It is very important for these
people to deal with proper job design for the personal who are coming from different cultural
backgrounds. The job design is done in a well-defined manner which depends upon environment,
satisfaction of employees, motivation as well as performance. In case of national culture, it is
easy to define a job design. On the other hand, when there is need of managing the job design of
managers who are working in company and coming from different backgrounds is a little bit
confusing. Appraisals of employees is one of the major factor which helps to motivate
employees and make them work effectively for the company. It is very essential to manage the
migrant employees so that appraisals are provided to them on the basis of their performance.
This will help in increasing their involvement and engagement in business activities. When
employees will be focused towards performing well in order to get good appraisals, they will
work with full efforts and dedication in order to achieve goals.
Recommendations
There are some recommendations made for the companies for working at international level
and when they are managing cultural diversity workplace. It is recommended that these

companies must analyse in which kind of culture they are working upon. This includes National
culture and not corporate culture. The main thing on which management of the company should
focus upon as designing of effective jobs for people who can come from different cultural
background to work in the company. Management of the company must analyse the origin of
dominant organisational culture and it must be able to integrate this into the culture of
organisation. Companies must be able to create a diverse pool of candidates. They must not
recruit from the same place every time as it will recruit same kind of people who will be having
similar skills and abilities. Organisations can use different kind of strategies every time so that
they can accommodate new employees from new places who are having different cultural
background.
Conclusion
From the above discussion, it is concluded that it is very important for the companies to
adopt cultural diversity at workplace. The concept of diversity is multidimensional and complex
which requires a deep analysis and evaluation as there is explanation of human characteristics
which are helpful for making one person different from another. The management of different
companies can adopt several human resource practices in order to to enhance the the
management of different migrant managers working in the organisation. The values, perceptions
and opportunities of employees as well as the work affects the primary dimension of human
characteristics. There are different human resource practices like recruitment, selection,
employee retention, training and development, appraisals and rewards, etc. All these functions
have to be managed properly in cultural diversified organisation. Workplace diversity is known
as the environmental trend which affects tea functioning of different companies as it consists of
mixture of different kind of workers which are coming from different backgrounds and cultures
for working together and achieving organisational targets.

REFERENCES
Books and Journals
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Syed, J. and Ozbilgin, M., 2019. Managing diversity and inclusion: An international perspective.
SAGE Publications Limited.
De Jong, S., 2016. Converging logics? Managing migration and managing diversity. Journal of
Ethnic and Migration Studies, 42(3), pp.341-358.
Ray, N. ed., 2018. Managing Diversity, Innovation, and Infrastructure in Digital Business. IGI
Global.
Deas, A., 2018. Managing Diversity in Talent Retention: Implications of Psychological Contract,
Career Preoccupations and Retention Factors. In Psychology of Retention (pp. 331-351).
Springer, Cham.