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Diversity: Strategies to Increase and Monitor for Compliance

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The case study:

From a Human Resource standpoint, propose three ways that an organization can increase diversity within itself. Take a position on whether diversity is or is not important and determine how the methods you provided support your position.

Evaluate ways that an organization can measure and reward compliance. Determine if organizations that measure and reward compliance are more or less likely to experience lawsuits.

In today's "electronic age" - it is extremely simple for an organization to reach a vast audience for recruitment purposes. No longer is an organization "tied" to candidates in its immediate community. Advertising far and wide will yield candidates with diverse backgrounds. Most organizations have a customer basis that is very diverse; having an employee population that mirrors customers is wise. To ensure compliance with diversity regulations, the organization must ensure that all hiring practices treat candidates the same; with no regard for color of their skin, age and even ethnic background.

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An organization can increase diversity within itself by actively recruiting new employees from a broad range of sources, providing equal opportunity for current employees to promote into higher level positions, and permit employees from different cultures to recognize, and even share with others, holidays and/or special events that are important to them. Recruitment should not be a single source, such as online. An organization should also advertise and/or reach out to special interest groups that represent a "good fit" with the product or service. Internal promotions such not be limited to a group of employees based on non-essential job qualifications. Organizations ...

Solution Summary

This solution is over 400 words long and proposes three ways for an organization to increase diversity within itself. These include actively recruiting from a broad range of demographics, advertising to specific interest groups and treating all employees with equal experience the same; regardless of their background. The solution also explains how to measure diversity initiatives, along with ensuring compliance to avoid lawsuits.

See Also This Related BrainMass Solution

Human Resources: Here are two suggestions used in the solution of this assignment. The HRM must develop a pay for performance system and also address issues with Diversity in the Work Place. Diversity in the workplace has become of the utmost importance as more and more companies are becoming global. Understanding others differences is essential to the business.

What are some of the HRM strategies we should consider when developing the workforce, and conducting performance management, to enhance organizational productivity? As an example, what does your current (or previous) organization due to promote a "learning environment" within the workplace?

Please list references

Here are some highlights from the document solutions:

Strategy 1

As companies now look at compensation, many are no longer giving the standard 2-3% annual raise. Rather they are now looking at an associate's performance and the scorecard has now become the major defining factor in raises.
There are many different methods as to how one can be paid. It can be the standard annual raise, comp-time for salaried workers and pay for performance.
Pay for performance is just one of many ways that an employer can increase productivity. Pay for performance is a plan that has a balanced scorecard with an emphasis on metrics, characteristics, and computer skills that an associate must show proficiency in order to determine if the associate qualifies for raise. Human Resource managers are called upon to take the goals of the company and assess a number to them whereby managers will be able to rate their associates in order to see if they qualify for a raise. This scorecard also helps to assist in where additional training may be needed.

Strategy 2
Diversity has become one of the major focuses for enhancing organizational productivity. Associates want to work in an environment where they feel valued and empowered to contribute to the company with their expertise and ideas for the company's success. Diversity cannot be excluded from any company especially since the world has gone global and the workforce make up is of all nationalities, ethnicities, genders and disabilities just to name a few. Diversity policies are now part of a company's mission statement.
Diversity is defined as a strategy for Human Resources productivity in the Handbook of Workplace Diversity. Here are some of the characteristics: (1) increase the numerical representation, of historically excluded groups; (2) empower a diverse workforce once it is in place to participate fully in organizational decision making; and (3) ensure the inclusion of a diverse workforce in every aspect of organizational life (Kossek & Lobel, 1996). The business case for HR diversity strategies links recruitment, selection, development and retention of a diverse workforce to business goals, labor market shifts, globalization and competitive advantage (Yakura, 1996).

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