...Summary 3 1.0 Overview of the Organization 3 1.1 Corporate Hierarchy of Home Depot 4 2.0 Strategic Human Resource Management at Home Depot 5 2.1 Workforce Diversity Management at Home Depot 5 2.2 Disadvantages of Workforce Diversity 7 3.0 Strategy to Counter Diversity Issue at Home Depot 7 3.1 Employee Relations 8 4.0 Implementing Employee Relations at Home Depot 8 4.1 Team-working 9 4.2 Functional flexibility 10 4.3 Employee Involvement 10 4.4 Reward Mechanisms 10 5.0 Recommendations 11 6.0 Conclusion 11 7.0 List of references 12 Executive Summary Human resource management is a sensitive issue in an organization. The performance of any organization is determined by the workforce management practices in place. Owing to the competitive nature of workforce management, human resources are managed strategically (Aghazadeh 2003, p. 201). In this paper, a case study of strategic human resource management has been done. The company considered is called Home Depot. The paper briefly explores the company and its human resource strategy that was found to be diversity management. Thereafter, the paper has explored possible problems that company faces as a result of its diversity strategy. In response to the problems, the paper suggests inclusion of employee relation model in the diversity strategy already in place before making related recommendations and collusion. 1.0 Overview of the Organization The organization considered in this...
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...written by Vidhi Agrawal which from Ajay Kumar Garg Insitute of Management, Ghaziabad¸ India. This article has been taken from ‘Team Performance Management: An International Journal, volume 18 no 7/8 in 2012 and it has sixteen pages only. The type of this paper is research paper whereby this study is investigating the company in the context of India industries. According to the article, the method has been use by author to form the issue is making an extensive review of existing literature. Besides that, the author use the SWOT analysis which strengths, weaknesses, oppositions, threats analysis of diversified team was done with help of secondary research. Moreover, the concept is based on the authors own practical experience. The author has combine primary and secondary research to highlight and show the strengthen the author views and opinions. Basically, the concept and the ideas are based on the author’s own experience. In fact the article is fairly confusing for the first paragraph because the title are not clear stated this study actually investigate on the what area or country. So the people will confusing at the first they read. Purpose of the study According to the abstract of this article the purpose of this paper is to investigate the importance factors which need to be taken into consideration to manage a diversified team. Besides that, it also aims to provide business managers and executives with a outline of how to develop and implement teams in the workplace...
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...Executive Summary Human resource management is a sensitive issue in an organization. The performance of any organization is determined by the workforce management practices in place. Owing to the competitive nature of workforce management, human resources are managed strategically (Aghazadeh 2003, p. 201). In this paper, a case study of strategic human resource management has been done. The company considered is called Home Depot. The paper briefly explores the company and its human resource strategy that was found to be diversity management. Thereafter, the paper has explored possible problems that company faces as a result of its diversity strategy. In response to the problems, the paper suggests inclusion of employee relation model in the diversity strategy already in place before making related recommendations and collusion. 1.0 Overview of the Organization The organization considered in this case study is a retail business company called Home depot. Home Depot is an American company retailing in construction and home improvement products. The company was founded in 1978 by Ron Brill, Bernie Marcus, Pat Farrah, and Arthur Blank. The initial focus during its inception was to come up with a home improvement warehouse. The company commenced with two stores in Metro Atlanta. Going by the success and good market reception from the public, the company invested further within the same line by establishing two more stores in 1979. At the time of its establishment, the company...
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...The topic of my research paper is, “The effects of Diversity on Recruiting, Selection and Retention.” I chose this topic in order to explore some issues surrounding diversity in the workplace and provide some valid solutions to those issues. Today, embracing diversity is becoming necessary for companies to compete globally. Unfortunately, there is still a huge debate surrounding Affirmative Action. There are a number of positive benefits for a company, which actively participates in formulating a diverse core workforce. The objective of my research paper is to address the following topics throughout my paper: Affirmative Action, attracting minority candidates, challenges with legal compliance when hiring minorities, Assessment methods to aid in the hiring of new employees, benefits of a diverse workplace culture, Diversity programs, Training, Diversity as it pertains to global market, cultural competency and job benefits to maintain a diverse balanced workplace. I will address difficult topics, such as, preferential hiring for ethnic groups to meet quota, making accommodations for women with children to maintain a balanced diverse workplace and issues surrounding racial discrimination EEO cases. I will also address how the US has viewed diversity as a priority for employers. I will reference legal cases supporting Affirmative Action, cases of other legal issues confronting poor minority hiring practices. Equally I will also provide references of companies...
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...Cultural Diversity in Australia Paper by John Thompson, Collection Research, Documentation and Promotion, for the National Conservations and Preservation Strategy Public Forum, October 1996. Introduction This paper has been written in response to an invitation from the Conservation Working Party of the Heritage Collections Committee of the Cultural Ministers Council. Its purpose is to consider the implications of cultural diversity in Australia in a program which seeks to implement the National Conservation and Preservation Policy for Movable Cultural Heritage issued by the Heritage Collections Committee of the Cultural Ministers Council in September 1995. That document included ten policy statements intended to provide the framework for a proposed National Conservation Strategy which might pave the way for a concerted effort to improve the conservation status of heritage collections in Australia. In relation to cultural diversity, the statement of policy (Policy Statement 2) was expressed as follows: The Commonwealth, State, Territory and Local Governments acknowledge the diversity of cultures of the Australian people which should be reflected in the definition and identification of movable cultural heritage. Expressed in this way, the policy statement does little more than state the obvious that Australia is a culturally diverse community and that efforts, unspecified, should be made to ensure that justice is done to this demographic and social reality in the programs which...
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...Course Description This course focuses on the issues, challenges, and opportunities presented by U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson. All electronic materials are available on the student website. |Week One: Workplace Diversity | | |Details |Due ...
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...Integrity………………………………………7 6.2 Data Protection Act……….……………………………..7 7. Time Plan……………………………………………………………..8 8. References…………………………………………………………….9 1. Introduction This paper focuses on workforce diversity management by reviewing past studies and theories and applying it to the UK retail sector. ‘ The basic concept of managing diversity accepts that the workforce consists of a diverse population of people consisting of visible and non-visible differences… and is founded on the premise that harnessing these differences will create a productive environment in which everyone feels valued, where all talents are fully utilized and in which organizational goals are met’ (Torrington et al, 2011: 476). 2. Literature Review According to Ellis and Sonnenfeld (1994) and Brenda (2010), the main purpose of diversity management and its primary function is to increase employee performance and to avoid quick-fix solutions (Trennery and Paradies, 2012) allowing maximizing advantages and minimizing disadvantages of a diverse workforce. Diversity was usually expressed only in the form of age, gender and ethnicity until the middle of the 20th century (Kosek et al, 2005), viewed simply as an obligation to follow the human rights legislations imposed by the government, However, due to globalization and demographic changes the diversity...
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...Assignment: Managing diversity in Toyota company Lecturer: Dawid Mwaura Student: Shohruh Aminov (L0366NINI1012) 2013 Table of Contents Executive summary 3 Introduction 3 Company overview 3 Critical Analysis 4 Diversity at workplace 4 Diversity dimensions 5 Diversity issues 5 Diversity advantages 6 Managing diversity 7 Diversity in Toyota 8 Conclusion 8 Recommendations 8 References 9 Bibliography 10 ------------------------------------------------- Executive summary This paper will evaluate diversity in Toyota company in 21st century. Referring to a various theories in diversity it creates understanding around diversification at workplace and will analyse whether diversity assists to achieve company’s goals and objectives. The report pounders about increasing self-awareness in terms of personal perspectives of diversity issues. It recommends set of suggestion to enhance skills to solve problems related to diversity dilemmas. Main recommendation of the paper is to bring different nationalities to the board of directors of the company, because in long term the company may face disadvantages of having only Japanese nationality at corporate governance. ------------------------------------------------- Introduction Diversity itself is not a new phenomenon; it has been part of the society for many centuries, however in 21st century it has become more and more crucial. Either diversity is against politics or economics, it becomes an issue which needs to...
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...Elements of Successful Organizational DiversityManagement Organizational Diversity Management Why is organizational diversity important? Historically, diversity in the workplace has been recognized as an employment equity issue. Now, however, diversity in the workplace is being recognized as a benefit that will contribute to an organization’s bottom line. Increased employee and customer satisfaction end up as increased productivity, all of which are measurable outcomes (Goff, 1998). Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB), 1993). To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management support and commitment, education and training, culture and management systems changes and continuous follow-up and evaluation. Needs Analysis In many of my resources, a needs analysis was the second crucial element after senior management support and commitment. I feel a needs analysis should be prepared first to provide information to senior management in sequestering their support as well as to adequately determine workforce and organizational needs for creating a ...
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...1. Introduction Equality and diversity in the workplace has become a central topic in the debate within the human resource management literature. Traditionally, society has been divided into different social classes, which arise from different aspects such as access to material resources, access to education and employment opportunity. These divisions in class differences have reflected and have fundamental influence over employment relationships (Williams and Adam-Smith, 2009). However, inequality nowadays is more complex. It has gone beyond the issue of class differences, thus the lack of equality and non-discrimination framework impedes the progress of equality and diversity in contemporary organisations (Fawcett Report, 2013). The presented paper builds on the existing literature on the topic of equality and diversity in the workplace, and aims to examine the role of trade unions, governments and human resource managers in promoting equality and diversity within organisations. Particular difficulties of advancing equality in practice are investigated and solutions to overcome these issues are discussed. Overall, the paper is structured into three main sections. To begin, a short outline of different approaches used in addressing equality and diversity will be considered. The first main section highlights the role of the stakeholders in promoting equality and diversity in the workplace. The second section evaluates numerous challenges preventing the promotion of equality...
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...UNLV Theses/Dissertations/Professional Papers/Capstones 12-2008 Managing cultural diversity in hospitality industry Yi Gong University of Nevada, Las Vegas Follow this and additional works at: http://digitalscholarship.unlv.edu/thesesdissertations Part of the Hospitality Administration and Management Commons Repository Citation Gong, Yi, "Managing cultural diversity in hospitality industry" (2008). UNLV Theses/Dissertations/Professional Papers/Capstones. Paper 480. This Professional Paper is brought to you for free and open access by Digital Scholarship@UNLV. It has been accepted for inclusion in UNLV Theses/ Dissertations/Professional Papers/Capstones by an authorized administrator of Digital Scholarship@UNLV. For more information, please contact digitalscholarship@unlv.nevada.edu. 1 MANAGING CULTURAL DIVERSITY IN HOSPITALITY INDUSTRY by Yi Gong Bachelor of Science China Chongqing University 1998 A professional paper submitted in partial fulfillment of the requirements for the Master of Science in Hotel Administration William F. Harrah College of Hotel Administration Graduate College University of Nevada, Las Vegas December 2008 2 ABSTRACT Managing Cultural Diversity in Hospitality Industry By Yi Gong Gail Sammons, Committee Chair Professor of Hotel Management University of Nevada, Las Vegas Cultural diversity has become a major issue in the hospitality industry of the United States. This paper focuses on analyzing the change faces and...
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...Assignment Name: | Unit 3 Individual Project | Deliverable Length: | 500–750 words | Details: | Diversity Training Manual: Part IIIAs a continuation of the diversity training manual, you (as the new manager of human resources) should now create portions that specifically address gender issues and are targeted at training and raising the sensitivity of all supervisors regarding potential gender issues. It should include a section on how the supervisor should or should not handle certain gender-based workplace issues. For example, can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?This section of the manual must, at a minimum, address the following information: * A few general facts about the U.S. population's gender mix and the gender mix found in notable segments of the workforce should be included. Make sure to include all sources of information. * The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed. * To read the Griggs v. Duke Power case, go to http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424 * Describe how the supervisor should state minimum job requirements when he or she requests new employees to be hired into the department. * Explain how the supervisor might communicate to his or her department (of...
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...Introduction The aim of this paper is to critique how the print media present contemporary human resource management (HRM) issues as part of an individual class assessment. HRM is basically how human resources are managed in an organisation. The chosen topic from the list is called Employee Relations. There are three areas within this topic that will be discussed and these are; equal opportunities, discrimination and diversity. Firstly the paper will summarise a recent media article on the related area, outline the reason for choosing the article and finally, critically analyse each one independently. The paper will conclude with a brief interpretation of what I have learned while researching Employee Relations. Now let the assignment begin with a look at the first of the three media articles. Media Article 1 Summary (Appendix 1) The first of the media articles According to Hennessy (2013, Oct 11th) is about a Consultancy Association which blacklisted many Irish people in Britain from the 1970’s to the 1980’s. The company was headed by a man called Ian Kerr. He had access to information which was confidential regarding certain individuals. It was details of workers trade union history, involvement in disputes and opinions about their health and safety. Construction companies used his services and it has recently been found that many of these individuals were discriminated against because of the confidential information that was provided by the association. ...
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...Equality, Diversity and Inclusion: An International Journal Equality and diversity in employment relations: do we practise what we preach? Jane Holgate Sue Abbott Nicolina Kamenou Josie Kinge Jane Parker Susan Sayce Jacqueline Sinclair Laura Williams Article information: To cite this document: Jane Holgate Sue Abbott Nicolina Kamenou Josie Kinge Jane Parker Susan Sayce Jacqueline Sinclair Laura Williams, (2012),"Equality and diversity in employment relations: do we practise what we preach?", Equality, Diversity and Inclusion: An International Journal, Vol. 31 Iss 4 pp. 323 - 339 Permanent link to this document: http://dx.doi.org/10.1108/02610151211223021 Downloaded on: 01 December 2014, At: 02:26 (PT) References: this document contains references to 46 other documents. To copy this document: permissions@emeraldinsight.com The fulltext of this document has been downloaded 3118 times since 2012* Downloaded by UNIVERSITY OF LEICESTER At 02:26 01 December 2014 (PT) Users who downloaded this article also downloaded: C.W. Von Bergen, Barlow Soper, John A. Parnell, (2005),"Workforce diversity and organisational performance", Equal Opportunities International, Vol. 24 Iss 3/4 pp. 1-16 http:// dx.doi.org/10.1108/02610150510788033 Vidhi Agrawal, Vidhi Agrawal, (2012),"Managing the diversified team: challenges and strategies for improving performance", Team Performance Management: An International Journal, Vol. 18 Iss 7/8 pp. 384-400 http://dx.doi.org/10.1108/13527591211281129...
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...Business Communication Trend Paper Edward C. Johnson COM/285 Gary Lee August 10, 2010 “In a professional setting, everything that you do involves communication” (Locker & Kienzler). Therefore, it is important to understand that “communication is for the sharing of information among partners and co-workers” (Locker & Kienzler). However, the most common way to achieving success is to throw away egos and work together as a team, for the challenges within business communication. This paper will discuss the roles of business communication and how they fit into day-to-day work activities and discussing how it helps to manage daily work activities. This paper will continue to analyze what trends are seen in the current workplace or past workplaces. Nevertheless, the paper will discuss some of the message types seen as results to these trends. Consequently, the reader will have a general concept of how important trends are in business. Communication is essential in many forms, from verbal to nonverbal in the world of business today. The internal and external audience in business organizations is the people who make a business successful. The types of business communication trends in the field as a health care provider occurs on a day-to-day activity on my job is “teamwork, balancing work and family, quality and customer needs, security versus privacy, job flexibility, and technology” (Locker & Kienzler, 2008). Communicating through teamwork help ensure that the tasks are done...
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