Understanding Workforce Diversity Through Human Resource Management Business Essay

Understanding Workforce Diversity through and through Human Resource Management Business EssayWorkforce kind leads to the diversification of business instruction. Managing and taking advantage of alteration has been recognized as an important factor in organizational enhancement (Brian, OLeary, Weathington, 2006, p.297). HRM includes the understand of cultural diversity and makes full persona of these diverse cultures to find new approach. The present challenges and opportunities organizations facing is how to mighty handle diversity. Motorola was chosen as the case in the part. As a multinational company, Motorola attaches great importance to HRM. The biggest challenge of HRM is diversity anxiety. Some diversity procedures be designed to avoid litigation, while new(prenominal)s focus on employee gentility for developing aw beness of and sensitivity to discriminatory and prejudicial behaviors (Carolyn, Chavez and Judith, 2008, p.333). Managing diversity includes human r esource mean, recruitment, training, employee relations, remuneration and benefits, and career planning (in table 1). They are analyzed as following.Human resources strategic planningThe leave employees Motorola need would significant transmute when business strategy changed, such(prenominal) as Motorola changed phones from analog to digital. Human resources surgical incisions should sic the demand coping with this change and make new planning.RecruitmentIn recruitment, human resources department has a special sub-division. Some people take responsibly to search talents from various sources, some are trusty for recruiting on campus and some are focus on balance of staff, such as the balance of the male person and the female in China. The ratio of the male and the female is almost equal in Motorola. There are 664 managers, and manageress is 23% of the total. The ratio plans to be rise to 40%.TrainingSpecialized training institutions are provided by Motorola University. The trai ning is not only to internal staff, but to a fault to customers. Motorola entrust a lot of manpower, real(a) and financial resources for cater training every year and provides each employee 40 hours at least to usurp work-related learning. Learning content includes job training, integrated culture training, professional skills training, direction skills training, language training and overseas training. In training, there are besides management and technical courses. Secondary school graduates could be managers. That authority technical staff can engage in management as well as management staff being technology.Compensation BenefitsMotorola has a very comprehensive welfare system, including fixed salary, variable salary, bonuses, insurance, and welfare. HR department make a competitive compensation and benefits system every year according to food grocery store research. The key for employers is to make diversity an asset within the organization. (Neil Reichenberg, 2001, p.8).Career planningMotorola provide maturation opportunities for staff, such as training, job planning. So staffs enable to constantly adapt the transformations in the new organizational structure. Staff development plans were formulated and implemented according to business development. Organizational structure is redesigned if the agency is reorganized, so are staff development plans.OthersMotorola is focused on others of staff management. The information systems department is the special one to put human resources-related information online so that staff can search human resources policies, and personal information. HR department has their publication. Management staff meetings are organized every season and so on. All these promote corporate culture, and communication between staff.Advantages and disadvantagesAs a global enterprise, diversity management is reflected in the long-term planning and development as well as in ways adapting to the market, and reducing management co st. The advantages and disadvantages of diversity management in Motorola are as followingAdvantagesHR is not a control department, but a service one which meet the need of employees and operations in Motorola. All functions of human resources department are to satisfy two requirements business needs and employee needs. Motorola has alike emphasis on the partnership between employees and executives. The change is not change of concept, but a deeper innovation. This approach gives staff greater autonomy and democracy. On the other hand, it is the liberation of the managers thoughts. The relationship between employees and supervisors will be more harmonious with this concept. They are more reciprocal assistance and progress, which is the work and tasks diversity management commit to do.Attach importance to staff personal developmentHR departments often communicate with a staff to help him design career and life and pull in the performance evaluation system with it. U.S. managers per ceive diversity management as a means to break up use talent and to increase creativity within organizations (Gilbert Ivancevich, 2000, p. 98). HR is no longer a uncouth supervision, but a service and support department to meet their needs. Staffs initiative, enthusiasm and creativity are impelled with Common interests and goals. Employee loyalty is greatly enhanced. Turnover rate is very low in Motorola.Emphasis on the assessment of trainingTraining is importantbut Motorola has also established post-training evaluation system examining the response of employeesexamining the mastery if contents, examining whether staff transfer the knowledge into corresponding ability and finally examining benefits that investment in training bring to the division and employees.DisadvantagesObjective of diversity management is to improve social productivity and organizational efficiency. that cultural contrast could also be more and more evident with a higher train of diversity management. M anagers from different cultural backgrounds could take different behaviors because of different values so that cultural conflict is there. In the internal management, different values, goals and norms of behavior lead to administrative costs increased and difficulty of coordination and flush low efficiency of operation. In the external business, cultural conflict may be affect market competition. Tregaskis suggests that combining ideas must consider the conflict between the need both for conformity and for differentiation, and consider the diversity of institutional contexts influencing multinationals operations. (Gunter, Stahl Ingmar, 2006, p.19)ConclusionWith the globalization, geographical mobility and changes in population structure, labor structure has great changes. A diverseness of labors result in managing diverse in organization and management. On the same time, diverse management also affects policy of human resource management, recruitment, education and training, welf are and compensation and performance evaluation and development. It will bewilder a reality to strengthen workforce diversity management. Organizations should not only accommodate diversity, but also promote it, so as to develop competitive advantage. In the report, understanding and knowledge of managing diversity were stated. Advantages and disadvantages of diversity management in organization were discussed. Two big large organizations were chosen as the cases to analyze the locomote of human resources management. The second organization was Motorola. Some aspects were discussed from human resource planning, recruitment, training, employee relations, compensation and benefits, and career planning. Finally advantages and disadvantages of Motorola were also analyzed. It is critical that g the multidimensionality of diversity was studied in organizations to build on diversitys strengths and address its weaknesses (Brian, OLeary, Weathington, 2006, p.289). Diversity management of both organizations showed that managing diversity an organization could treat employees fairly, respect them for their full development and make good use of employees ability and potential. Managing diversity improve an organizations profitability.