Human Resources And Human Resource Practices

As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.

As Shen, Chanda, Netto, & Monga (2009) point out, "workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity, and culture," (p. 235.). These differences will vary from place to place, and from organization to organization. Therefore, the human resources management must respond to the situational variables, not making generalizations about the needs of the organization to promote diversity and the strategies that can be implemented. The human resources manager risks wasting valuable resources on procedures, policies, and programs that are not fruitful in promoting genuine employee integration without understanding the specific variables impacting the organization at the moment. As the organization has already seen, hiring a diverse workforce is an insufficient action. Having an organizational culture that supports and promotes total team integration is a process requiring the support from every level of management. Management needs to play an active role in ensuring that diversity is represented in senior positions, if it hopes to see a productive and diverse workforce of subordinate personnel.

Organisations of all kinds face changes in their environment, and there is a need for individuals who are capable of turning strategy into reality. This “change agent role” is often located within the Human Resource function. There are several reasons for this trend:

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

In the United States diversity in the workplace has become a priority for human resources managers, (Diversity in the Workplace, n.d.), however, this was not always the case. To ensure diversity and equality, the federal government has enacted laws that provide equal protection to people based upon race, age, disabilities, as well as sexual orientation and identification.

There are many current trends in human resources (HR) in the healthcare industry. Many of these trends have significantly changed over the decades, and many have not changed at all, and are waiting for the initiative from managers and/or the workforce population. This paper will focus on managing and properly executing diversity trends in the healthcare field and workplace. According to Borkowski (2011) “diversity management is a challenge to all organizations” (p.27). Skill building and policy development that address the ever-changing demographics of patients and the workforce are key to diversity development and management. Diversity management and trends are relatively new to the healthcare

As a business manager in human relations you must understand the differences in cultures. The labor force in today’s society in the United States workforce is getting more racially and ethnically diverse, as the number of women are also increasing. Companies use human resources management to gain a competitive advantage. Companies can no longer take the traditional approach of depending on white males to form the core of the workforce. In today’s society managers must look broadly to use talent wherever it could be found. Managing diversity is a huge issue in today’s society because each culture has a different way to be handled. If managers can be effective at managing diversity in different cultures, they will have an easier time

Human resources policies are at the heart of every business but when companies deviate from those policies or create a culture of their own polices that can be a recipe for disaster. Having strong human resource policies can distinguish companies from the rest and set them out to be the best but in the case of the following companies human resource policies we either neglected or altered and it cost the company more in the end. The nature of business is to make money and the policies set forth by human resources are the ethical guidelines that enable companies to accomplish that with respect to the financial world that they are involved. I will look into the policies and see whether they were a sound from the beginning or whether the policies were doomed from the start. I will see whether the policies had any ethical merits and how this was overlooked it there was a good foundation. I will look into some problems with human resource policies then I will go over companies polices that caused a near bankruptcy and a company policy that caused a complete failure.

The human resources department has numerous responsibilities. The success of a company is depended upon the adequate functionality of the human resources department because it serves as the source of workforce. There are 10 top best practices recommended for the human resources.

Human resource handle administrative functions in an organisation and Human resource planning expand strategies for relating the skills and size of manpower to enterprise needs. In simple words the planning system makes recruitment, gives training and restructures the staff requirement to meet the organisational goals and changes within the environment. Human resource planning is a paramount component of Human resource management.

Susan Jackson states in Diversity in the Workplace: Human Resource Initiatives that, “Surveys of business leaders confirm the perception that interest in managing diversity successfully is widespread. In a study of 645 firms, 74% of the respondents were concerned about diversity, and of these about one-third felt that diversity effected corporate strategy.” This means that the majority of organizations feel diversity is important, and see the need to take action, however; implementing the process can be more difficult. This paper will outline a human resources

The new company I am in charge of is a restaurant called Red Brick Tavern. I want to promote a human resources approach when it comes to the treatment of my employees, I want my employees to take on the jobs given to them with a role making mindset. When conflict does arise in my restaurant, as in any organization, I would like to see my employees use a collaborative approach. I believe that these approaches will allow for my employees to understand each other better because the expected methods and attitudes they are to have are ones that promote respect, individuality, and acceptance.

As the American workforce continues to become more and more diverse, it is becoming even more important for organizations to recognize the diversity of their employees and adopt policies surrounding diversity issues. The US Department of Labor estimates that more than 75% of workers currently entering the workforce are women, immigrants, or people of color (Clayton, 2010). Today’s organizations are facing a more diverse workforce, and customer base, than they did even as short as five years ago and, as the American economy continues to become increasingly intertwined with the those of other countries, there is a increasing need to American organizations to understand what works, and doesn’t work, when addressing diversity (National