Order 973029. Diversity Can and should be incorporated into all H.R. Functions

Case Study > Order 973029. Diversity Can and should be incorporated into all H.R. Functions

Osmania University MANAGEMENT HUMAN RESO Diversity Can and Should be Incorporated into All H.R. Functions. Introduction A manager who adopts a human resources strategy for handling staffing can see employees as valuable resources. Human resources is a method by which an organisation can use its workforce to further the interests of the concerned individuals and its g ...[Show More]

Osmania University
MANAGEMENT HUMAN RESO
Diversity Can and Should be Incorporated into All H.R. Functions. Introduction

A manager who adopts a human resources strategy for handling staffing can see employees as valuable resources. Human resources is a method by which an organisation can use its workforce to further the interests of the concerned individuals and its growth and development (Banfield, Kay, and Royles, 2018). The Human Resource Management (HRM) system strongly emphasises developing human resources while managing people well to provide employees with a dignified place of work. Their varied age, ethnicity, heritage, sex, physical attributes, sexual preference, level of education, and place of residence are just a few of the dimensions accepted as part of their dignity (Brewster et al., 2016). Empirical studies have demonstrated that integrating diversity into human resource management (HRM) improves talent availability, fosters interpersonal innovation, reduces risk, and appeals to a worldwide clientele.

Hook and Jenkins claim that diversity enhances organisational effectiveness by providing potential advantages (Hook and Jenkins, 2019). Better decision-making, enhanced problemsolving, and more creativity and invention are a few of these, and they all contribute to better product development and more effective marketing to various consumer segments (Hook and Jenkins, 2019). Even while the benefits of diversity are widely known, achieving it has its challenges. They include the difficulty in defining the phrase and the interpersonal, organisational, and individual difficulties in putting diversity practices into effect. Using a Political, Economic, Social, Technological, Legal, and Environmental (PESTLE) paradigm, Hook and Jenkins suggest that economic and socio-political factors significantly influence the implementation of business HRM functions

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