For more than a hundred years, human resource management, as a practice and discipline in people management in an organization, has evolved in definition and in scope. The most popular definition of human resource management is that provided by Storey and Armstrong. The duo define human resource management as “a distinctive approach to employment management seeking to accomplish competitive advantage through strategic deployment of highly capable and committed labour using an integrated array of cultural, structural and personnel technique” (Itika 2011, p. 12). Human resource management can further be defined as a management practice and a strategic approach towards employee management in ways that would result in attainment of organizational goals, objectives and mission. According to these definitions, human resource management uses tools that attracts, motivates, develops and retains the effective function of the management of people. His may not be easy as people are workplaces are made up of several differences that are visible or invisible, through age, marital status, gender, sexual orientation, ethnicity, religion, personality and culture amongst others. Diversity in workplaces has resulted in the discriminations of certain individuals (OECD 2012). For instance, gender inequality is vice that cut across the globe, religion and ethnic segregation separates individuals in Middle East workplaces. In China, rural migrants are looked down upon by the urbanites and are mistreated in whatever kind of jobs they are allocated. Xenophobic incidences have widely been reported in South African workplaces, while the United States is blamed for racial discrimination.
Table of Contents
1. Significance of understanding Human Resource Management from the Diversity Perspective
Objectives and Topics
This paper examines the integration of diversity management within Human Resource Management (HRM) practices, focusing specifically on gender equality, organizational performance, and the removal of systemic barriers in the workplace to ensure equitable development and competitive advantage.
- Evolution and definition of Human Resource Management
- The impact of workplace diversity on organizational goals
- Gender asymmetry and its effects on professional potential
- The role of HR strategies in mitigating discrimination and improving retention
- Linkages between workforce diversity and bottom-line outcomes
Excerpt from the Book
Significance of understanding Human Resource Management from the Diversity Perspective
For more than a hundred years, human resource management, as a practice and discipline in people management in an organization, has evolved in definition and in scope. The most popular definition of human resource management is that provided by Storey and Armstrong. The duo define human resource management as “a distinctive approach to employment management seeking to accomplish competitive advantage through strategic deployment of highly capable and committed labour using an integrated array of cultural, structural and personnel technique” (Itika 2011, p. 12). Human resource management can further be defined as a management practice and a strategic approach towards employee management in ways that would result in attainment of organizational goals, objectives and mission.
According to these definitions, human resource management uses tools that attracts, motivates, develops and retains the effective function of the management of people. His may not be easy as people are workplaces are made up of several differences that are visible or invisible, through age, marital status, gender, sexual orientation, ethnicity, religion, personality and culture amongst others. Diversity in workplaces has resulted in the discriminations of certain individuals (OECD 2012). For instance, gender inequality is vice that cut across the globe, religion and ethnic segregation separates individuals in Middle East workplaces. In China, rural migrants are looked down upon by the urbanites and are mistreated in whatever kind of jobs they are allocated. Xenophobic incidences have widely been reported in South African workplaces, while the United States is blamed for racial discrimination.
Summary of Chapters
Significance of understanding Human Resource Management from the Diversity Perspective: This chapter introduces the foundational definitions of Human Resource Management and discusses how the inherent diversity within a modern workforce, including visible and invisible differences, necessitates a more inclusive and strategic approach to organizational management.
Keywords
Human Resource Management, Diversity, Gender Equality, Workplace Discrimination, Organizational Goals, Competitive Advantage, Workforce Management, Gender Asymmetry, Employment Policies, Employee Retention, Inclusive Practices, Talent Management, Labour Market, Corporate Efficiency, Cultural Diversity
Frequently Asked Questions
What is the core focus of this publication?
The work explores how Human Resource Management must evolve to incorporate diversity perspectives, arguing that recognizing individual differences is essential for achieving organizational goals and maintaining a competitive edge.
What are the primary themes discussed in the text?
Key themes include the definition of HRM, the impact of workplace diversity, the challenges of gender asymmetry, and the necessity of implementing people-centered policies to eliminate discrimination.
What is the overarching research goal?
The primary goal is to demonstrate how integrating diversity management into HRM practices enhances organizational performance, promotes fairness, and mitigates systemic barriers such as gender bias.
Which scientific approach is utilized?
The paper employs a comprehensive literature-based review and analysis of existing theories and empirical evidence regarding diversity management and its intersection with HR functions.
What topics are covered in the main body?
The main body examines the evolution of HRM, the business case for diversity, the specific challenges related to gender inequality, and the necessity of moving beyond traditional, exclusionary employment practices.
Which keywords best characterize this work?
The work is characterized by terms such as Human Resource Management, Diversity, Gender Equality, Organizational Performance, and Employment Policies.
How does the author define Human Resource Management?
The author cites Storey and Armstrong, defining it as a distinctive approach to employment management that seeks to accomplish competitive advantage through the strategic deployment of capable and committed labour.
What specific impact does gender stereotyping have on professional success?
Traditional stereotypes regarding the biological or psychological nature of women act as a barrier to their full development in the labour market, hindering the attainment of organizational goals.
How do organizations benefit from a diverse workforce according to the text?
Diverse workforces provide innovative solutions, exhibit better brainstorming capabilities, and contribute to increased organizational efficiency and information sharing that leads to improved bottom-line outcomes.
What role do HR managers play in mitigating gender discrimination?
HR managers are responsible for identifying patterns of inequality and establishing policies—such as flexible working arrangements and fair recruitment practices—that support the attraction, retention, and re-entry of skilled workers across all genders.
- Arbeit zitieren
- Caroline Mutuku (Autor:in), 2018, Significance of understanding Human Resource Management from the Diversity Perspective, München, GRIN Verlag, https://www.grin.com/document/430701
