Description
For your final paper, you will review a focused HR practice or topic. As a starting point, consider your favorite HR course, then focus down into one aspect of that area. As an example, if your favorite course was Training and Development, you might consider "On the job training" as your topic of interest.
Minimum requirements for this paper are:
- APA Formatting (margins at 1", minimum font size 12)
- Cover Page
- 15 pages in length
- 5 references from scholarly studies.
The paper should be at least 15 pages in length (excluding cover and citations) with at least five different references (one may be the text book). Please make sure the paper is free of grammar and spelling errors.
Your focus for this assignment is to identify a specific HR topic and focus your efforts on:
- Illustrating your expertise in HR by identifying opportunities for improvement with the selected topic.
- Apply concepts of HRM and explore a practical approach to the real world HRM issue.
- Propose improvements or formulate a considered opinion on the HR topic of interest.
- Analyze available literature to provide greater understanding of research topics related to the HR topic of interest.
- You should have at least 3 paragraphs, 1 full section of your paper, dedicated to recommendations for improvement. Consider this assignment a paper you are delivering to the HR Manager at a company who has asked you for help on the topic.
- Analyze the practices of HR in organizations using the concepts of the HR topic of interest.
- Analyze the approach of HRM in organizations on the selected HR topic(s), including the strengths and weaknesses of the current approach in organizations, citing relevant research and theories.
I HAVE ATTACHED AN ANNOTATED BIBLIOGRAPHY REFERENCES AND A PAPER TOPIC
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Running Head: DIVERSITY TRAINING AND DEVELOPMENT
Diversity Training and Development
Student Name
Institution name
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DIVERSITY TRAINING AND DEVELOPMENT
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Introduction
For any corporate organization, the availability of governing and predetermined morals
and values is important to govern the integrity of all the business procedures done within the
company. Among these values lies equality. Equality is a corporate moral of treating every
stakeholder in the business equally despite their gender, race, religion or ethnicity in all business
procedures undertaken in an organization. Especially in the corporate practice of employee
education and training, anti – discrimination and multiplicity are imperative organizational
morals which define the first – hand integrity of the organization. As such, employee diversity is
an organization’s immediate objective before targeting other corporate fronts such as revenue
growth and profit margin readjustment. This essay focuses on an analysis of diversity and anti –
discrimination in relation to employee training and their education development in an industrial
model of HRM traditional approach and how this practice can get improved within the scope of
the organization.
Analysis
Diversity training is an organization – based program designated to support an aura of
positivity in grouped employee interactions, to reduce the degree of cultural prejudice as well as
teaching employees and the general organizational management on how they can work relevantly
and significantly with one another to realize the organizational objectives in harmonious groups.
As such, for many affinity groups, also referred to as resource or networking groups, the major
themes that line their websites and business communication models are employee diversity and
employee development. These group’s workforces and the diversity of corporate programs
creates intimacy between the employees. Affinity groups are formed under the platforms of joint
DIVERSITY TRAINING AND DEVELOPMENT
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interests and thus brings the members of these groups in one platform which works together to
solve joint problems, inspire fellowship and solidarity as well as share their concerns
communally. These groups can benefit an organization by the addition of value to a defined
diversity program. However, for such groups to succeed in their corporate endeavors, the
management of the organization are based has to offer the basic support necessary to educate and
grow the group. This management support thus as to be unbiased depending on the
demographics of the individuals forming these affinity groups altogether. From this support from
the management, the organization thus profits from an enhanced talent of the affinity group
which aids in the marketing and production processes in the functions of the organization
(Glassman A. & Glassman M. 2017).
Considering a real – life scenario in a corporate organization where gender discrimination
is rampant is Nike. Nike has been sued several times over gender discrimination against women.
Alexia Fernandez Campbell reports that, four women who formerly worked for this company
have filed a lawsuit against the company. The case filed against Nike stated that Nike had
desecrated the ‘Equal Pay Act’ whereby, it engaged in general gender wage discrimination as
well as ignoring to take action against some reported sexual harassment. Apparently, the women
complained that Nike was paying women less than it was paying men while the two genders
were involved in the same degree and type of work. Also, the complaint extended that the
women received lesser bonuses and they were not promoted for their work as men were. One
article appearing from the New York Times back in April illuminated that Nike offered a
demeaning and abusive environment for their feminine employees but was keen to consider the
goodwill of men who worked on similar tasks as men did.
DIVERSITY TRAINING AND DEVELOPMENT
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From these legal accusations, a great turmoil has erupted up in the company, shaking up
all the departments within Nike to the point where Mark Parker, CEO of Nike revised the hiring
and compensation strategies of Nike. This lawsuit against Nike indicates that many of the female
workers at Nike are not fully satisfied with the female working conditions in this company. As
such, the lawsuit is extended to demand for compensation for the pervasive sexism experienced
by women in this multi – million company among a court decree on the company’s structural
reform from the employment and compensation procedures currently practiced at Nike which is
to be conducted on the supervision of a monitor appointed by the court of law.
Despite having a corporate restructuring to change the management positions of Nike, it
is more likely that the same incident or a slightly different one is bound to happen in the future.
As such, Nike ought to not only revise their current corporate structure but also, Nike ought to
procure some corporate organizational employee diversity training for all the stakeholders
involved in this company so that all the stakeholders involved in this company should learn and
appreciate the concept of diversity in a company, the implications of not working in accordance
to this diversification as well as the benefits of getting involved with this practice (Campbell
2018).
By doing so successively, Nike would have the assurance that the issue of gender
discrimination and – or any other form of discrimination will not be practiced again within the
organization. This would then safeguard the integrity of Nike as it is viewed by th...