HUMAN RESOURCES DIVERSITY

Diversity and Human Resources

Abstract

In this study we try to explore the concept of “Diversity” in a holistic context. The main focus of the research is on “Diversity” and its relation with “Human Resource”. The research also analyzes many aspects of “Diversity” and tries to gauge its effect on “Human Resource”. Finally the research describes various factors which are responsible for “Diversity” and tries to describe the overall effect of “Diversity” on “Human Resource”.

Diversity and Human Resources

Introduction

One of the most important and extensive challenges facing organizations today is to adapt to people who are different.. The term diversity of the work force we use to describe this challenge. The diversity of the workforce means that organizations are becoming more heterogeneous in terms of sex, race, culture and ethnicity (women, disabled, etc.)

But now we recognize that employees do not set aside their cultural values and lifestyle preferences when they go to work. Consequently, the challenge for organizations is to give them more space to accommodate the diverse groups of people by addressing their different lifestyles, family needs and work styles. The hypothesis of the melting pot has been replaced by another that acknowledges and value differences.

The success of organizations, largely on the strong workforce that works, because the knowledge, skill and capacity stems primarily from the members of the organization, and represent the base of knowledge the basis for the design and development of competencies in the organization, which makes it distinct from its competitors how much a given in recognition of customers.

And human resources management plays an important role in the life of organizations and to work on the survival and continuation. What this world but a large organization where we live, there are many organizations that surround us and of course we share as members, staff and clients and beneficiaries. On the other hand organizations rely on people, without people, the determination will be construed to go away.

Is no longer the name of managing the affairs of individuals suitable for the expression of the tasks and roles that must be implemented by this Department, particularly with the development that has prevailed lately, within organizations and the scientific and research institutions. While the focus Personnel Management to manage the systems and measures for employees interested in and associated with human resources management more Power strategy for individuals to achieve the objectives of the work, as they reflect a mechanism to find some kind of merger and integration between the policies and practices of human resources and business strategy within organizations and to consider human resources management for individuals as one of the most important resources that must be managed as it is managed in other resources, and to consider the individual assets, human value high and are not part of the costs. Interested in human resources that make the workers work in the organization are able to achieve its objectives, at the same time working to achieve their own goals and legitimate access to the outstanding performance of individuals through ...