Module 3 Case (HR Management)

Module 3 Case (HR Management)

Identify Strengths and Weaknesses of Francoise' Plan at Each Level of the Framework

Strengths

Regarding the strengths of the Francoise Plan that must be highlighted, it can be said that the first strength was based on the fact that it was made obligatory for every organization operating its activities in Canada to implement Employment Equity Act that was presented in the year 1986 (Shen, Chanda, et al, 2009). This act was designed in order to ensure that the organizations operating their businesses in Canada are presenting equal opportunities to everyone for employment. The Francoise Plan ensured that the Employment Equity Act was implemented by the bank (Shen, Chanda, et al, 2009). Moreover, other strengths of the Francoise Plan are based on the fact that the bank sees benefits in the following areas:

Better innovation through higher creativity of mixed teams in terms of age, sex, national origin, knowledge and experience areas etc.

Communication facilitated by elimination of prejudice and pre-lived openness.

New sources of recruitment, for example, if the employer is perceived by women or older candidates as attractive.

Better employer image, because the personnel policy to all employees benefits both groups.

Market-driven product development through deliberate inclusion of employees who meet the potential buyers.

New markets through targeted recruitment of foreign workers for example.

Improve customer communication by Seller, for example, their age or gender corresponds to the wishes of the customer's best (Shen, Chanda, et al, 2009).

Moreover, an organization that decides to use the systematic consideration of gender and diversity issues into their management strategy, also secures a variety the following advantages:

First it strengthens their tangible and intangible assets:

These include the improvement of competitiveness, profitability and cash flow, but also the image gains inside / supplier and internal stakeholders as well as improving the quality of human capital within the organization.

Expenses for the implementation of gender and diversity management for the strengthening of the human and organizational capital and support the strategy of long-term and sustainable value.

In addition to the use and retention of existing workforce also increased the attractiveness of the company for excellent professionals and managers.

A culture of respect and openness significantly increases the motivation and creativity of employees and improves teamwork; work conflicts, turnover rates and absenteeism are reduced.

Along with knowledge capital, these are the most important intangible assets.

An organization that uses equality and diversity management strategies promotes, also openness and flexibility in their structures, their employees, and thus in their culture, innovation and creativity to take decisive (Shen, Chanda, et al, 2009).

Second it provides short, medium and long term opportunities to improve cash flow:

For example, by reducing costs,

The resolving labor shortages, technical and management shortages

Improving performance in existing markets and developing new markets (Shen, Chanda, et al, 2009).

Third this encourages the development of skills and resources of its employees / in by these

Learn to use the strengths of gender leadership skills and enhance their personal leadership skills,

Their communication and ability to act in entrepreneurial activities expand through the acquisition of gender-sensitive action and communication strategies,

Expertise ...