Issue of Diversity and Human Resource Management

Abstract

This paper reviews the literature on the relationship between human resource management (HRM) and the issue of diversity. At present times, a growing need is being felt to introduce diversity in the work place by different organizations for the benefit of their own. So that, they could get creative ideas, and an experience to mingle with people belonging to diverse backgrounds. However, diversity could have negative effects as well in terms of the conflicts among the employees, and several other instances, therefore, HRM is responsible for providing equal opportunities, and resolving the issues that arise due to the diversity. Positive impacts were observed when organizations promoted a learning environment. It also highlights different strategies that could be applied for effective diversity management. On the other hand, a need to act sensitively towards the employees of diverse background is felt and providing them growth opportunities could help in increasing productivity.

Issue of Diversity and Human Resource Management

Introduction

Human Resource Management (HRM) covers different aspects of an organization, from the recruitment of its employees to management of all work and problem solving issues that are directly affecting the organizations' employees. Employees are an asset to an organization, and HRM is responsible for providing them with opportunities to learn and acknowledge their achievements. On the other hand, they take care of the employee's well being, and safety to make them productive and driven. Armstrong (2009) describes human resource management (HRM) as a strategic approach for the development and well being of the employees of an organization. Their main concern is to ensure that the organization benefits from its people, therefore, aim to increase the organizational effectiveness and the capacity to utilize the resources in the best possible way.

However, there are certain contextual factors that affect the policies and practices of human resource department, which are external and internal environment. The external environment encompasses the socio-political, economic and legal and competitive pressures. In order to compete with their counterparts, companies have become customer oriented', where they are provided unparalleled services. On the other hand, internal factors includes the size and maturity of the organizational, the technologies and values, and last but not the least, the type of people employed.

HR management is presently contributing success to the organizations. It is creating a delightful impact on the performance of the organizations, in both huge and small firms. They play significant roles by working in their specific domain and gaining knowledge about all the possible issues their units could be faced and its solutions. They take part in devising novel strategies for their business, and also make sure that the human resource domain must be considered. Consequently, they play an active part in the smooth work flow, from production to its scheduling, and other manufacturing decisions. Evaluation of employees' performances is an important aspect of human resource, therefore, each department and every employee has been provided with specific targets and measures on factors such as providing unparalleled services to the customers and contributing ...